SELECTION

Choosing the most appropriate candidates

and offering them jobs
 Elements of selection process

• Some one should have the authority to select. This

authority comes from the employment requisition, as
developed by an analysis of the work – load and
work-force.
• There must be some standard of personnel with which
a prospective employee may be compared, i.e., a
comprehensive job description and job specification
should be available beforehand.
• There must be a sufficient number of applicants from
whom the required number of employees may be
selected.
 Significance

• Selection of HR to man to organisation is a crucial,

complex and continuing function
• The ability of an org to attain goals effectively and to
develop in a dynamic environment largely depends
upon the effectiveness of its selection programme.
• Employee contribution and commitment will be at
optimal level and employee – er relations will be
congenial.
• If the right person is selected , he is a valuable asset
to the org. and if faulty selection is made, the
employee will become a liability to the org.
 Factors affecting selection decisions

• Profile matching
• Organisational and social environment
• Successive hurdles
• Multiple correlation
 Selection procedure

• There is no standard selection process that can be

followed by all the companies in all the areas.
• Each company may follow any one or the possible
combinations of methods of selection in the order
convenient or suitable to it.
• The selection procedure is not a single act but is
essentially a series of methods or stages.
 Steps in scientific selection process

(1) Job analysis

(2) Recruitment
(3) Application blank
-personal background
-educational attainment
-work experience
-salary
-personal items
-references
Evaluation of application forms
Clinical method
Weighted method
(4) Written examination
(5) Preliminary interview
(6) Group discussion
7) Tests
Five types of tests
Aptitude tests (intelligent test, emotional quotent,skill tests,
mechanical aptitude, psychomotor tests, clerical aptitude)
Achievement tests(job knowledge tests, work sample test)
Situational tests(group discussion, in basket)
Interest tests
Personality tests( thematic apperception test, ink blot test )
• Other tests
Cognitive ability
Wechsler adult intelligence scale
Wonderlic personal test
Polygraph test
Honesty test
(8) Final interview
Preliminary interview( infrormal,unstructured)
Core interview(background information interview, job and probing ,stress
interview, group discussion, formal and structured interview,pannel,depth )
Decision making interview
Steps in interview process
(a) Preparation for the interview
(b) Conduct the interview
(c) Close the interview
(d) Evaluate interview results

(9) Medical examination

(10) Reference checks
(11) Final decision by the line manager concerned
(12) Employment
 Recent trends in selection

• Selection by invitation
• Leasing
• 360 degree selection programme
 Placement

• The determination of the job to which an accepted is

to be assigned and his assignment to that job.
• It is a matching of what the supervisor has reason to
think he can do with job demands , it is a matching of
what he imposes and what he offers in the form of
pay roll, companionship others, promotional
possibilities etc.,
 Induction

• Introducing the new employee who is designated as

probationer to the job, job location,surroundings,organisaion
surroundings, and various employees is the final stage of the
employment process.
Introduce the employee to the
• Job
• Firm
• Policies
• Colleagues
• Superiors
• Subordinates
• practices