Employee

Selection

What is it?
Selection
process
Tests - types
Selection
 It is the process of securing relevant information
about an applicant to evaluate his qualification,
experience and other qualities with a view to match
these with the requirement of the job
Selection
 Prediction exercise
 Thus, Not Perfect
 Decision-making exercise
 Purpose is to hire the
person(s) best able to
meet the needs of the
organization
 Tied Back to Strategy
Selection-definition
 The process of choosing the most suitable
candidate for a job from among the available
applicants is called selection.
 It is the process of ascertaining the
qualifications, experience, skill, knowledge,
etc., of an applicant with the purpose of
determining his/ her suitability for a job.
Why Careful Selection?
 Your performance depends on your
subordinates’…too late once s/he is in..
 Hiring – A costly affair… directly related to
position in the organization
 In the U.S. – legal issues…’negligent
hiring’
 The above calls for better scrutiny
Factors affecting selection
decision
 Profile matching
 Organizational and social environment
 Multiple correlation
 Successive hurdles
The Selection Process
Application scrutiny
 The applicant is asked to give details about age
marital status, work experience and reference.
 Different type of application forms may be used
by the same organization for different types of
employees.
 An application form should be designed to serve
as a highly effective primary screening device.
 It is often possible to reject candidates on the
basis of scrutiny of the applications as they are
found to be lacking in education standards, exp
or other relevant eligibilities.
Initial screening or primary
interview
 This is a sorting process in which prospective
applicants are given necessary information about
the nature of the job and also necessary
information about their education , skill, salary
expected is gathered.
 If the candidate is found suitable , s/he is
selected for further process and if not , then
eliminated.
 This is a crude screening and can be done
across the counter at the office
Employee Testing
Selection tests
 A test is a sample of an aspect of an
individual’s behavior , performance or
attitude. It can also be systematic
procedure for comparing the behavior of
two or more persons
 Purpose of tests:-
 adequately and accurately measure job related skills and
abilities
 Seek to eliminate the possibility of prejudice on the part of
interviewer
 Tests may uncover qualifications and talents that could not
be detected by interviews
Selection
 Are there ways that
managers can ensure
that the decision
achieves the desired
outcome? (time and
time again)
 Yes, use HR Tools
which are Reliable &
Valid
 Reliability
 Degree to which
selection tool
measures the same
thing consistently
 Can be a test or an
interview
 Same questions
need to be asked.
 Validity

 Relationship between selection tool and

appropriate criterion
 What a selection technique measures and
how well it measures
 Must be proven and relevant to job
 Eg: keyboarding skills for data entry clerk.
Methods of Validating a Test
 Five step method (manager does with the
help of a psychologist):
1. Analyze the job
2. Choose your tests
3. Administer the tests
4. Relate the test scores with criteria
5. Cross validate and revalidate
Techniques for Assessing
Applicants
Medical and Personal
Physical Tests History

Reference
Interviews and Background
Verification
Assessment
Centers
Written
Work Tests
Simulations
Selection tests
 Types of tests:-
•These measures the•Known
the proficiencyvarious
with as tradetests
tests used in
selection can
which equipment
candidate
can be put into
by the 4 categories
•Administered
be handled to determined knowledge of
shorthand ,typing, operating calculators, or any
•Achievement tests
This is done by giving simple
him a piece ofmechanical
work equipments
Aptitude
to judge how tests •Primarily
effectively he does it oral tests ,supplemented by written,
picture or performance tests
 Personality tests •Questions believed to be answered only by
 Interest tests those who know the trade or occupation
 Achievement tests:-
 also called proficiency tests. These measure the
skill or knowledge which is acquired as a result of a
training program and on the job experience. these
measure what the applicant can do .These are of
two types- test for measuring job knowledge ;Work
sample tests
 •Measures a persons ability to do a •Measure the overall

Selection tests / type

mechanical job
•administered to determine mental
Intellectual ability or IQ
•Determine an employees
 Aptitude test:-
dexterity or motor ability. fluency in language ,
•Eg technicians, mechanics memory, reasoning ,speed
Measure the ca
 These tests measure the liability of a candidate to learn
of perception etc of a person to
new job or skill •Has mental capacity to deal
Semi skilled
 One can detect peculiarity or defects in a persons sensory
with new problems repetitive job
or intellectual capacity
 These are of three types: mental tests; mechanical
aptitude tests; skill/psychomotor tests
 Personality test:-
 These discover clues to an individual’s value system, his
emotional reactions, maturity and his characteristic mood.
 These tests help in assessing a persons motivation, his
ability to adjust himself to the stresses, his capacity for
interpersonal relation,
Personality Tests
 Assesses the unique  Big Five personality
blend of personal dimensions:
characteristics that  Extraversion
define an individual
 Agreeableness
and determine her or
 Conscientiousness
his pattern of
interactions with the  Emotional stability
environment.  Openness to
experience
Integrity Tests
 Can predict dishonest and
disruptive work behaviors
 Paper-and-pencil tests have
replaced lie detectors which
were banned as selection tools
by Employee Polygraph
Protection Act of 1988.
Situational Tests
 Measures an applicants reaction when
placed in a particular situation
 His ability to undergo stress and his
demonstration of ingenuity under pressure

 Group Discussion
 In Basket Test
Interview
 Interview is a face to face interaction
between two persons for a particular
purpose.
 Is a purposeful exchange of views, the
answering of questions and
communication between two or more
persons.
Limitations of selection tests-
One should not conclude that 100%
prediction of an individual’s on the job
success can be made through tests
They are useful when the number of
applications are large. Moreover . Tests
will serve no useful purpose if they are not
properly constructed or selected or
administered.