SELECTION

Points to be discussed in the Lecture Sessions.

Concept and process of Selection.

The methods of Selection.

Application Forms.

Selection Tests.

Interviews.

The Interview Process.

Placement.

From RECRUITMENT to SELECTION

HumanResourcePlanning

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JOB

OPENING

IDENTIFIED

Jobanalysis

information

Manager’scomments JO

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METHODS OFRECRUITMENT

SATISFACTORY

RECRUITS

MAKE

FORMAL

APPLICATION

Selection

SELECTION is the process of choosing the right candidate for the right job from the pool of applicants who have applied for the vacancy.……It is the process of ascertaining the qualifications , experience, skill, knowledge, etc of an applicant with the purpose of determining his suitability for a job. Principles: Selection is based on two principles: Individual difference and Prediction

….Selection as a two way process:

…..Selection criteria: Organizational criteria, Functional criteria, Individual job criteria.

Resumes/CVs Review.

Initial Screening Interview.

Analyze the Application Blank.

Conducting Tests and Evaluating Performance.

Preliminary Interview.

Core and Departmental Interviews.

Reference Checks.

Job Offer.

Medical Examination.

Placement

Acceptance by the candidate.

Rejection by the candidate.

Offer to the Next suitable

Candidate.

STEPS IN THE SELECTION PROCESS.

Application Form:

……….It is formal record of individual appeal or intention for employment.

………..Items in the application form are : Personal profile, Educational Qualification, Work experience, Salary, Personality items,

Reference checks.

……..Methods for evaluating the information: Clinical Method and Weighted Method.

Selection Tests:

……… Testing is the process of measuring the aptitude of the candidate in the job

………Types of Tests: Intelligence tests, Aptitude tests, Achievement tests, Situational tests, Interest tests, Personality tests, Polygraph tests, graphology.

Types of Tests What do they measure??

Intelligence Tests measures the general mental ability of individuals in intelligent behaviours.

Aptitude Tests Measure individual’s ability to learn a given job , when given adequate training.

Achievement Tests. Measure the job related proficiency and knowledge of the applicants.

Situational Tests. To test the applicant’s likely responses to real life business situations.

Interests test Understand the degree of interests a candidate has in a job.

Personality Tests. Assess an individual’s value system, emotions, maturity and other personal characteristics.

I

Q test , Wechsler Bellevue Intelligence scale.

Psychomotor, clerical Aptitude.

Work Sample test, Experiential test, Job Knowledge test.

Group discussion, Simulated business games, In basket exercises.

Kuder Preference Record.

Polygraph Tests test the validity and truthfulness of an applicant’s answers by monitoring the physical changes in his body as he answer a series of questions.

Graphology examining individual’s handwriting to assess the personality, emotional Characteristics and honesty.

Selection Interviews.Types of interviews.

Preliminary First round interviews that aim to eliminate the Interviews. applicants who are obviously unqualified for the job.

Core Interview. The interaction between the line manager or experts and the job applicant.

Formal & Structured predetermined and planned interview to Interview. comprehensively discuss the areas .

Unstructured Interview. No predetermined plan of questions; Open ended questions.

Stress Interview. Test the applicant’s ability to perform and deliver under stress .

Group Interview group of applicants interviewed by a panel of interviewers.

Panel Interview. Departmental representatives interview the candidates.

Decision Making Interview. Informal discussion where the applicant’s interests in the job and the organization , his reaction

Preparation : objectives, relevant questions, mode of evaluation, time .

Setting:

Conduct of Interview: Open ended questions, attentively listen, take notes and mark relevant points.

Closing an Interview:

Evaluation.

SELECTION PRACTICES IN COMPANIES

Selection Procedure at L& T

Advertisement for vacancy

Evaluation of applications.

Panel interview.

Tests

Final selection.

Selection Procedure at HLL.

Completion of the Application Form

The preliminary interview

The final Board Procedure.

Selection at ACC Ltd.

Local Recruitment for lower level employees.

Central recruitment committee and a personnel Department

Interviews.

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