Unit- 5 (Five)

SELECTION
Selection is the process of choosing among people who apply for work with an organization.
Selection process is a series of steps used to decide which recruits should be hired.
Steps in selection:-
Application form evaluation-> selection tests-> selection interview-> reference checks-> physical
examination-> hiring decision
Selection methods
Qualification and experience method, work proficiency method, written test method, interview
method, written test and interview method, comprehensive selection method.

Selection Tests
a. Intelligence tests
Tests of general intellectual abilities. They measures not a single trait but rather a range of abilities
such as- reasoning, vocabulary, verbal fluency, numerical abilities, memory etc.
b. Aptitude tests
It measures whether an individual has the capacity or latent ability to learn a given job if given
adequate training. A capacity to learn in the future. To select person who will show a higher degree
of success after the training period. Specific capacities or aptitudes are- mechanical, clerical,
linguistic, musical, academic etc.
c. Achievement tests
Concerned with what one has accomplished. When applicants claim to know something, an
achievement test is given to measure how well they know it. Trade tests such as- electricians, typing,
dictation, computer operator, machinists etc. It helps to shows the demonstrable relationship and
job performance.
d. Personality tests
It measures personality attributes of candidate such as emotional stability, confirmity, agreeableness,
extroversion, smartness etc.
e. Interest tests/Vocational tests
Most organization realize that a person who is interested in a job or tasks will do much better than
who is uninterested. In this test applicants is asked whether s/he likes, dislikes the particular
 occupation, activities, peoples. Interest in specific profession and occupation is tested. Measures
candidates preference in different types of job.

f. Situation tests
It evaluates the candidates behavior in a particular situation or in a situation which is similar to
some aspects of the job to be done in the future.
g. Test batteries
This test helps to fit candidate with wide array of jobs. This test covers abilities such as- verbal,
numerical, intelligence, finger and manual dexterity etc.

Selection Interview
An interview is a procedure designed to obtain information from a person through oral responses to
oral inquiries.
A selection procedure designed to predict future job performance on the basis of applicants oral
responses to oral inquiries.
Managers uses several types of interviews, such as: selection, appraisal and exit interviews

Types of selection interviews - Gary Dessler

1. Stuctured or Directive interview: An interview following a set sequence of questions. The

questions and acceptable responses are specified in advance and the responses are rated for
appropriateness of content.
2. Unstructured or Nondirective interview: An unstructured conversational- style interview
in which the interviewer pursues points of interest as they come up in response to questions.
Generally no set format to follow. Interview for the same job may or may not get the similar
questions. A few questions may be specified in advance.
3. Situational interview: A series of job related questions that focus on how the candidate
would behave in a given situation. Asks interviewees to describe how they would react to a
hypothetical situation today or tomorrow.
4. Behavioral interview: A series of job related questions that focuses on how the candidate
reacted to actual situations in the past. Asks interviewees to describe how they reacted to
actual situations in the past.
 5. Job related interview: A series of job related questions that focuses on relevant past job
related behaviors. Asks job related questions to draw conclusions about what the applicants
on the job performance will be based on his or her answers to questions about past
experiences.
6. Stress interview: An interview in which the applicant is made uncomfortable by a series of
often rude questions. This technique helps identify hypersensitive applicants and those with
low or high stress tolerance.
7. semi-structured interview: major questions to be asked are planned in advance and are
same for all candidates but other questions vary from candidate to candidate. Interviewer are
provided some flexibility.

Puzzle questions: Recruiter for technical, finance, and other types of job like to use them to see
how candidates think under pressure. E.g. An interviewer at Microsoft asked a tech service applicant
this: Mike & Todd have $ 21 between them. Mike has $ 20 more than Todd. How much money has
Mike and how much money has Todd?
Administering interview:
Personal or Individual interview
Panel Interview
Serial Interview
Mass Interview
Telephone Interview
Computerized Interview
 Reliability and Validity of Tests
Reliability- It refers to the degree of consistency of results obtained. If a test possesses high relaiability ,
a person who is tested a second or third time with the same test under the same condition will
obtain approximately the same score.
Validity- It refers to the relationship between the test score and performance on the job (accuracy). It
is concerned with measuring important characteristics related to job behavior.

Types of validity
i) Content validity- such a test can approximate the work to be done on the job.e.g. Typing test
ii) Construct validity- is the degree to which a particular trait is related to successful performance
on the job. Measurement of psychological quality of applicants such as intelligence (abstract in
nature). Usually conducted by industrial psychologist by observig various behavior of the applicant and
measuring how these behavior or traits relate to the job.
iii) Criterion related validity- the degree to which a particular selection device accurately predicts
the important elements of work behavior. Relationship between the test scores and job
performance.

To establish criterion related validity one of two measures can be used

a) Predictive validty- the degree to which test scores determine the future job behavior of the
candidate. Present test score is compared with actual performance of the candidate generally after a
year. If no clear relationship exists, then the test may have to be revised. (probationary period)-
training,transfer, discharge (handle).
b) Concurrent validity- it validates tests using current employees as the subjects. The scores from the
current employees are immediately analyzed with their previous performance appraisal report. If
there is a relationship between test scores and performance, then a valid test has been found.
Predictive validity can be used as screening device where as concurrent validity acts on current
employees.