Amity Business School

SELECTION PROCESS

BySUNITA RATH-C-5 JASMEET KAUR-C-12 SONALI DHUPAR-C-26

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It is the process of: Differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.
Picking individuals with requisite qualifications and competence to fill jobs in the organization. Selection is said to be negative in its approach as it seeks to eliminate as many unqualified applicants in order to identify the right candidates.

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IMPORTANCE
The role of selection in an organizations effectiveness is very crucial as: Work Performance, depends on individuals. Cost incurred in recruiting and hiring personnel speaks volume about the role of selection.

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Outcomes of the Selection Decision

SUCCESS

False Negative Error True Negative (Low Hit)

FAILURE PREDICTED

True Positive (High Hit) False Positive Error

SUCCESS PREDICTED

FAILURE

Selection Process
Preliminary Interview

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Rejected Applicants

Selection Tests Employment Interview Reference and Background Analysis Selection Decision Physical Examination Job Offer Employment Contract Evaluation

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PRELIMINARY INTERVIEW
Its purpose is elimination of unqualified applications. It helps in rejecting the misfits for reasons, which did not appear in the application forms. It is generally planned by large organizations for short listing the potential candidates in order to cut the costs of selection by allowing only eligible candidates to go through the further stages in selection. A competent executive from the Human resource department may elicit responses from applicants on important items determining the suitability of an applicant for a job such as appearance, age , education , training, experience, pay expectations, aptitude, interests, choice etc. It is often called as, courtesy interview. If the department finds the candidate suitable, a prescribed application from is given to her or him to fill.

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SELECTION TESTS
Job seekers who pass the screening and the preliminary interview are called for tests. Different types of tests are as follows: Ability Tests Aptitude Tests Personality Tests Interest Tests Graphology Tests Medical Tests Drug Tests Genetic Screening

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EMPLOYMENT INTERVIEW
Interview is a formal, in-depth conversation conducted to evaluate the applicants acceptability. Considered to be an excellent selection device. It allows a two-way exchange of information, the interviewer learn about the applicant and applicant learns about employer.

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SHORTCOMINGS
Absence of reliability Lack of validity Biases of interviewers

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TYPES OF INTERVIEW
(a)One-to-One (b)Sequential Interview (c) Panel Interview

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ONE-TO-ONE

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SEQUENTIAL INTERVIEW

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PANEL INTERVIEW

 Reference checks cover the following: Criminal record checks Previous employment checks Educational record checks Credit record checks Civil record checks Union affiliation checks Character reference check Neighborhood reference check

REFERENCE AND BACKGROUND CHECKS

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Contd
It serves two important purposes:1. Gain insight about the potential employee. 2. To assess the potential success of a prospect.

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SELECTION DECISION
After obtaining information through the preceding steps, selection decision- the most critical of all the steps-must be made. The final decision has to be made from the pool of individuals who pass the tests, interviews and reference checks. The views of the line manager will be generally considered in the final selection. The HR manager plays a crucial role in final selection.

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PHYSICAL EXAMINATION
Various purpose of physical examination are as follows: To check that if the individual carries any infectious diseases. Determine whether an applicant is physically fit to perform the work. Determines whether there are certain physical capabilities which differentiate successful and less successful employees. Medical check-up protects applicants with health defects from undertaking that work which could harm their health further. Protects the employer from workers compensation claims that are not valid.

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JOB OFFER

It is made through a letter of appointment. Such a letter contains a date by which appointee must report on duty.

CONTRACT OF EMPLOYMENT

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EVALUATION
The broad test of effectiveness of selection process is the quality of personnel hired. Audits are done in order to evaluate the effectiveness of a selection programme. It must be conducted by people who work independent of the HR department.

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Barriers to effective selection

Perception Fairness Validity Reliability Pressure

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SELECTION AT DELOITTE
Once the candidates are shortlisted on the basis of the specifications for the positions, the shortlisted resumes are sent to interview panel for any feedback.
After the finalization of interview schedules shortlisted candidates are invited and assessed using performance competency framework. If the candidate gets selected through this stage then are called for the final interview.

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Contd
If the candidate is selected, reference check is conducted. Minimum two reference check is required. If the candidate is a fresher then reference check is not required. Within two days of the reference check, the information so obtained is discussed with the functional head and the selection or rejection of the candidate is finalized. If the candidate is rejected a regret mail is sent to him within two days of the decision taken.

At McDonalds

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At McDonald's, the selection process is very systematic and comprises of 3 stages 1. Aptitude Testing and Initial Interview: After screening the applicants' resumes, the shortlisted candidates are called for a psychometric evaluation [a written aptitude test] and initial interview. The aptitude test gives insights into the applicants' verbal reasoning and critical reasoning amongst other important aptitude measures.

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Contd
2.On the Job Evaluation [OJE]: Short-listed candidates undergo a 2-day OJE at a McDonald's restaurant, which provides the candidate with an opportunity to look at McDonald's as a potential employer. It also gives McDonald's a chance to observe and assess the candidate's performance. 3. Final Interview:All candidates who attend the OJE are called for the final interview. This is where the final and overall assessment of the candidate takes place and selection decisions are made.

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