SELECTION PROCESS

SELECTION GOAL
Goal of recruitment is to create a large pool of persons who are available and willing to work for a particular company.
The Goal of Selection is to choose individuals who posses the necessary skills, abilities and personality to successfully fill specific jobs in the organization.

Define selection requirements and criteria

Consider and choose appropriate selection methods

Ability Test Aptitude Test Personality Test Documentary Information Probationary Information Plan and Implement Chosen Method Validate Chosen Method

SELECTION PROCESS
The selection process is a series of specific steps used to decide which recruits should be hired The process begins when recruits apply for employment and ends with the hiring.

SELECTION PROCESS
Selection procedure
1. 2. 3. 4. 5. Reception in employment office Preliminary Interview Application Blank Selection tests Second employment Interview/Final Interview

6.
7. 8.

Reference check
Medical Test Selection (make an offer and Hire)

APPLICATION BLANK
The application blank is used to obtain information sufficient to identify him or her, properly and to make tentative inferences regarding his suitability for employment.

SELECTION TEST
Selection tests are devices that asses the match between applicants and job requirements. To be valid a test must be reliable. Reliability means that the test should yield consistent results each time and individual takes it. Validity of a test is the degree to which it measures what it is intended to measure.

Expressed slightly differently it shows the extend to which

a test does the job for which it is used.

SELECTION INTERVIEW
Selection Interview is a formal in depth conversation conducted to evaluate an applicants acceptability. The interviewer seeks to answer three broad questions: Can the applicant do the job
Will the applicant do the job

How does the applicant compare with others who are being considered for the job.

Goal of the Selection Interview

The goal of selection interview can be grouped into three broad categories. 1. The interviewer seeks to obtain enough knowledge about the candidate to determine weather he is suitable for employment.

2. Giving of sufficient information about the organisation, the Job and the people such that the applicant is able to make an intelligent decision on acceptance or rejection of the job, if it should be offered to him.
3. To deal with the candidate in such a manner as to maintain and create good will towards the company and its management.

INTERVIEW PROCESS
INTERVIEW PREPARATION CREATION OF REPORT

INFORMATION EXCHANGE
TERMINATION EVALUATION

Evaluation
Use the interview guide to record your thoughts on each candidate. Score each individual on decision making matrix. Reflect on the top scoring candidate.

Be sure to remain as objective as you can in your assessments.

Check Reference

Take a little time to built rapport with the reference.

Briefly describe the job that the candidate is applying for. Ask about the candidates style, character, strength and weakness.

Ask tough questions and follow up with detailed probes.

Extend an Offer

Make the offer with enthusiasm.

Make the offer personal. Refer to something positive that you recall about the interview.

Continue to gather information from the

candidate regarding his or her concerns.

The Offer Letter

Starting date.
Job title. Expected responsibilities

Compensation.
Benefit summary.

Time limit for accepting the offer.