:

Selection Process
External Environment Internal Environment Preliminary Interview Selection Tests Employment Interview Rejected Applicants Reference and Background Analysis Selection Decision Physical Examination Job Offer Employment Contract Evaluation

ENVIRONMENTAL FACTORS AFFECTING SELECTION

PRELIMINARY INTERVIEW :- Applications Received from job seekers is scrutinized to eliminate unqualified applicants. SELECTION TESTS :- This type of tests are used to determine the Applicants Ability, Aptitude and Personality.

Different types of Selection Tests are : Ability Tests (Achievement Tests ) Aptitude Tests (GMAT)- Determines applicants potential to learn in a given area.

Personality Tests ( TAT, CPI, MMPI)- Measures a prospective employees motivation to function in a particular working environment.
Graphology Test Designed to analyze the Handwriting of an individual which can predicts success or failure.

Interesting Selection Tests

Test WAB BIB TAT SLC Self Report Inventory Thomas Profiling PA Reference Inventory Delbin Team Role Gordon Inventory Myers-Briggs Indicator Meta Motivation Davids Battery Guilford Zimmerman Minnesota Multiphase Kuder Preference Record 16 PF ISA Wonderlic Personnel Bennet Mechanical LGD Work Sample Description Eliciting candidates responses to specific questions Assessing candidates responses to the background Gauging the need for achievement and power Assessing attitude towards importance of safety Asking for short statements relating to personality Identifying behavioural requirements for the job Behaviour in work place vs. general behaviour Measuring ability to be a team player Measuring mental and personal profile Understand personality type Assessing personal and management style Assessing technical dexterity Gauging extent of temperamental adaptability Identifying traits of aberrant behaviour Measuring occupational interests Measuring personality factors Measuring verbal and mathematical skills Assessing analytical and verbal skills Measuring ability to understand Group discussion between sets of candidates 4 Test of ability to handle functional problems

 EMPLOYMENT INTERVIEW
Interview is a Formal, In-depth conversation conducted to evaluate the applicants acceptability. OBJECTIVES:
Helps obtaining additional information from the applicants. Facilitates providing information about company policies, job, products,etc. Helps in building companys image among the applicants.

Types of Interviews
(a) One-to-One Interview

(b) Sequential Interview

(c) Panel Interview

TYPES OF INTERVIEWS
STRUCTURED UNSTRUCTURED MIXED

BEHAVIOURAL
STRESSFUL

REFERENCE AND BACKGROUND CHECKS

Reference Requests names,addresses and telephone numbers for the purpose of verifying information and gaining background information of an applicant.

PURPOSE OF CHECKS : To gain insight about the potential employee from the people who have had previous experience with him/her. To assess the potential success of a prospect.

SELECTION DECISION
The final decision made from the pool of individuals who pass the tests,interviews and reference checks.

The HR plays a crucial role in the final selection.

PHYSICAL EXAMINATION
OBJECTIVES BEHIND THIS :
To detect if the individual carries any infectious diseases. It assists in determining whether an applicant is physically fit to perform the tasks given. To determine if there are certain physical capabilities which differentiate successful and less successful employees. Protects the employer from employees compensation claims that are not valid .

JOB OFFER
Job offer is made through a Letter of appointment. Contains a date of reporting for duty. To check whether the individual is unemployed or not.

Rejected applicants are preserved for future references.

EMPLOYMENT CONTRACTS
BASIC INFORMATION INCLUDES : Job title
Duties and responsibilities Date of joining Rate of pay,allowances,overtime ,methods of payments. Hours of work and shift arrangements Holiday arrangements Grievance procedure Disciplinary procedure Work rules Arrangements for terminating employment Employers rights Special terms related to rights, confidential information.

EVALUATION
THE broad test of the effectiveness of the selection process is the quality of the personnel hired.
A periodic Audit is the effective tool to evaluate the effectiveness of the selection programme. Audit is conducted by people who work independent of the HR department.

Barriers to Effective Selection

Barriers to selection Perception Fairness Validity Reliability Pressure