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Learning Objectives
Understand the nature of selection and appreciate its role Describe the selection process Identify new methods of selection Bring out the selection practices in India
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What is Selection Selection is picking up right people for right jobs

Selection is significant because
it determines work performance heavy costs are incurred false negatives and false positives can be avoided

The Psychology of Selection

Figure 6-5
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Job Performance, Selection Criteria, and Predictors

Figure 6-3
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1. What are the orgs goals and objectives. Organization al Objective 2. What are the tasks and responsibilities. 3.Qualifications and Job Design and Description experience required to perform a job Job Specification 4. What are the competencies Competency Modelling required. 5. What should be the criteria for Selecting. Recruitment Policy Selection

Elements in a Selection Process

Steps in the Selection Process

Resumes/ CV Review

Initial Screening Interview

Analyzing the application Blank

Core and Departmental Interview

Preliminary Interview

Conducting Tests and Evaluating Performance

Reference checks

Job offer

Offer to next suitable candidate

Placement

Medical Examination

Application Forms
Some of the items that usually appear on the application forms: Personal Information Educational qualification Work experience Salary Personality items Reference checks

Evaluation of Application Forms

Clinical method:- All the information furnished by the applicant in the application form is analyzed and inference s are made about the applicants personality. A designed application form facilitates an analysis of the job applicants leadership abilities, emotional stability, assertiveness, attitude towards his work and his superiors. Weighted Method:- In this method, certain points or weights are assigned to each items in the application form. It should differentiate between the characteristics of successful and unsuccessful employees. Assigning weights to these characteristics or traits in an to assess employee attitude and personality.

Selection Process

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Types of Interviews

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Barriers to Effective Selection

Barriers to selection
Perception Fairness Validity Reliability

Pressure

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 TESTS

Aptitude Tests: Reasoning, judgment, memory, and the power of abstraction An IQ (Intelligence Quotient) test usually measures several factors of intelligence such as logical reasoning, analytical skills and general knowledge. Achievement Tests:-Aptitude tests measure an individuals ability to learn a given job, when given adequate training. Situational Tests:-Used in middle and senior level management selection to test the applicants likely responses to real-life business situations. Interest Tests:- These tests help in assessing an individuals genuine interest in a job and its profile.

 Personality Tests:- Personality tests helps in

assessing an individuals value systems, emotions, maturity and other personal characteristics.

Graphology:- Graphology involves examining an

individuals handwriting to assess his personality, emotional characteristics and honesty.

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INTERVIEWS

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1. Preliminary Interviews:- Preliminary interviews are

brief. First round interviews that aim to eliminate the applicants who are obviously unqualified for the job. 2. Selection Interview:- A selection or core interview is normally the interaction between the job applicant and the line manager or experts, where the applicants job knowledge, skills, talent, etc. are evaluated and ascertained. 3. Formal and structured Interview:- A structured interview is very rigid in its structure and contents. It is based on a through job analysis, which directs the flow of the interview. 4. Unstructured Interview:- There are more open ended questions in an unstructured interview.
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5. Stress Interview:- The objective of a stress interview is to test the applicants ability to perform and deliver under stress. Interviewers put the interviewee under stress by repeated interrupting him, criticizing his answers, asking him unrelated questions of keeping quiet for long period after the interviewee has finished speaking . 6. Group Interview Method:- In this method, all the candidates or a group of candidates are interviewed by a panel of interviewers or a single interviewer.
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7. Panel Interview:- Organizations where all functions are interdependent and every job involves cross-functional interactions. 8. In-Depth Interview:- In-depth interviews are more suitable for selection of candidates for highend technology and high skills jobs. Experts in the relevant area test the candidates knowledge and understanding of the subject and assess his expertise. 9. Decision Making Interview:- Applicants knowledge in the core areas of the job is evaluated by experts including line managers on the organization. The HR manager tries to find out the candidates expectations regarding salary, allowances, benefits, promotions, and career opportunities.
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The Interview Process

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1. Preparation:- The interviewer should follow these steps when preparing for the interview:
Determining the objectives of the interview for what position, what is the job specification. Read the application of the candidate so that relevant questions can be asked. Determining the mode of evaluation, the standards, the weights etc. Plan ones time so as to allocate equal time and attention to all the interviewers. Be prepared to interview the candidates without any prejudice or bias.
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2. Setting :- Setting and the ambience for an interview can have a major effect on a candidates performance.
DODos DONT and Donts of Interviewing:Be unprepared for the interview Make the candidate feel stressed Ask leading and demanding questions Interrupt the candidate frequently and gather inadequate in formations Ask personal and private questions that disturb the candidate Rely on your memory to assess the candidate after the interview
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Prepare for the interview Make the candidate feel comfortable and relaxed Ask open ended questions Allow the candidate to talk and gather complete and relevant information Ask more questions and probe only if necessary Make note of the relevant points during the interview for accurate assessment Stick to the plan of the interview

3. Reference Checks:- The former employees or professors or the acquaintance of the candidate , who are in responsible position in the corporate world or in the society, are mentioned as referrals. 4. Medical Examinations:- Many organizations have made physical medical examinations mandatory for hiring. The clearance of physical examination is mandatory to ensure compliance with the physical standards mentioned in the job specification and the organizational recruitment policy.
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