PPT ON

SELECTION


PRESENTED BY:

VIPIN GOYAL

SWATI
 MEANING
• Selection is the process of
differentiating between
applicant in order to identify
and hire those with a greater
likelihood of success in a job.
•
 DEFINITION
According to Dale Yoder
“ Selection is the process by

which candidates for

employment are differentiated
into two classes : those who will
be offered employment and
those who will not”.
•
 TWO CRUCIAL STEPS IN HR

PROCESS 

RECRUITEMENT SELECTION
• Process of • Picking the right
identifying candidate from
• Encouraging a pool of
prospective applicants
employees to • Negative
apply for jobs approach
• Positive • Eliminates as
approach many
• Attracts as many unqualified
candidates as applicants as
possible
 OUTCOMES OF SELECTION DECISION
False Negative ErrorTrue Positive Error (Hight Hit)

SUCCESS
vCandidate is hired expecting success a
v Based on predictions of failure
vRight selection decision

TRUE NEGATIVE ( LOW HIT ) FALSE POSITIVE ERROR

FAILURE
vFailure is predicted and it happens
vSuccess expected, but failure occu
vRight selection decision

FAILURE PREDICTED SUCCESS PREDICTED

SELECTION PROCESS
Hiring Decision Step 8

Reference Checks Step 7

Medical Examination Step 6

Selection Interview Step

Selection Tests Step 4

Application Blank Step 3

Screening Interview Step 2

Reception Step 1
 RECEPTION
• Whoever meets the applicant
initially should be tactful
and able to extend help in a
friendly and courteous way.
Employment possibilities
must be presented honestly
and clearly.
 SCREENING
INTERVIEW
• A preliminary interview is
generally planned by large
organizations to cut the costs
of selection by allowing only
eligible candidates to go
through the further stages in
selection.
 APPLICATION
BLANK/FORM

Contents:
• Personal data
• Marital data
• Physical data
• Educational data
• Employment data
• Extra-curricular activities data
• References

 SELECTION TESTS
• Intelligence Tests
• Performance Tests
• Aptitude Tests
• Personality Tests
• Achievement Tests
• Situational Tests
SELECTION INTERVIEW
• Preliminary Interview
• The Non-directive
 Interview
• The Directive Interview
• The Situational Interview
• Stress Interview
• Depth Interview
• Panel Interview
 MEDICAL EXAMINATION
• Certain job requires physical
qualities like clear vision, acute
hearing, unusually high
stamina, tolerance of arduous
working conditions, clear tone
of voice, etc.
REFERENCE CHECKS
• In case the reference check is from
the previous employer, the
information is gathered about:
– Job title
– Job description
– Period of employment
– Pay and allowance
– Benefits provided
– Rate of absence
– Willingness of previous employer to
employ the candidate again
 HIRING DECISION
• A line manger has to take
adequate care in taking
decision because of economic,
behavioral, and social
implications of the selection
decisions. A careless decision
of rejecting a candidate would
impair the morale of the people
and cause them to suspect the
selection procedure and the
very basics of selection in a
BARRIERS TO EFFECTIVE
SELECTION
 THANK
YOU