SELECTION

Prof. S Roy Chowdhury

ABS, Kolkata

1
• The Process of making a “Hire” or “No Hire”
decision regarding each applicant for a job.

Or
2
• Selection is the process of choosing qualified
individuals who are available to fill the
positions in organization.
 BASIC SELECTION
CRITERIA

Formal Education

Experience and Past Performance

BASIC
SELECTION
CRITERIA Physical Characteristics

Personality Characteristics
 SELECTION PROCESS
Initial screening
Fail to meet minimum
qualification Passed
Completed application
Failed to complete job
application or failed job Passed
specification
Employment test
Failed Test
Passed
Passed Conditional job
Comprehensive interview
offer
Failed to impress
interviewer and / meet
job expectations
Background Examination
Problem if required
encountered
Passed
Reject Applicant
Medical/physical examination if
Unfit to do essential required (conditional job offer
elements of job Able to perform
essential elements
of job

Permanent job offer

 SELECTION METHODS
The Three most Common Methods
used are:

1. Testing

2. Gathering Information

3. Interviewing
 SELECTION METHODS Cont . . .
1. TESTING
Tests measure knowledge, skill,
and ability, as well as other
characteristics, such as personality
traits.

TESTING TYPES

Aptitude Personality Achievemen Situational Interest

Drug test
Tests Tests t Tests Tests Tests
 SELECTION METHODS Cont . . .

1. Aptitude tests 2. Achievement tests

It measures the learning,
understanding, and ability
to solve problems. e.g.
Intelligence Tests, Job knowledge test
Mechanical aptitude, TESTING Work sample test
TYPES
psychomotor tests,
Clerical aptitude test

3. Personality tests

It measures the patterns of

thought, emotion, and
behavior.
Objective tests
Projective tests
 SELECTION METHODS Cont . . .

4. Situational Tests 6. Drug Testing

Normally requires
applicants to provide
TESTING
TYPES required sample that is
GD, In Basket etc.
tested for illegal
substances.

5. Interest Tests

Checking the candidate’s

interest
 SELECTION METHODS Cont . . .

2. INFORMATION GATHERING:
Common methods for gathering information include
application forms and résumés, biographical data, and
reference checking.
 SELECTION METHODS Cont . . .
 Generally ask for information such as
Application address and phone number, education, work
experience, and special training.
Forms and
Résumés  At the professional-level, similar information
is generally presented in résumés.

Biographical  Historical events that have shaped a

Data person’s behavior and identity.

 Involves contacting an applicant’s previous

Reference employers, teachers, or friends to learn more
Checking about the applicant Issues with reference
checking
 SELECTION METHODS Cont . . .

3. INTERVIEWS:
 The interview is the most frequently used
selection method.
 Interviewing occurs when applicants
respond to questions posed by a manager
or some other organizational
representative (interviewer).
 Typical areas in which questions are
posed include education, experience,
knowledge of job procedures, mental
ability, personality, communication
ability, social skills.
 SELECTION METHODS –Strategic Issues

• Selection of interviewers
• Nature of interview(s) structure
• Cultural fitting
 SELECTION METHODS Cont . . .

Situational
Interview
1. Structured
Interviews Behavioral
Interview
Types of
Interviews

2. Unstructured
Interviews
 SELECTION METHODS Cont . . .
1. Structured
Interviews
Uses a list of predetermined
questions. All applicants are
asked the same set questions.
There are two types of
structured interviews.
2. Unstructured
Interviews
Interviews-open ended
questions are used such as “Tell
me about yourself”

SITUATIONAL BEHAVIORAL
INTERVIEW INTERVIEW • This allows the interviewer
to probe and pose different
• In which the • In which the
interviewer asks sets of questions to different
questions focus applicants.
questions about on the
what the applicant
would do in a applicant’s
hypothetical behavior in past
situation situations.
 SELECTION METHODS Cont . . .

CREATING STRUCTURED INTERVIEW

QUESTIONS
SELECTION METHODS Cont . . .

INTERVIEW
QUESTION
 SELECTION METHODS Cont . . .

INTERVIEW EVALUATION
FORM
 Kohinoor Mills Ltd.
 Wateen Telecom
 Fauz
 SELECTION METHODS Cont . . .

KOHINOOR
MILLS LTD.
 SELECTION METHODS Cont . . .

WATEEN
TELECOM
SELECTION METHODS Cont . . .

FAUZ
 SELECTION METHODS Cont . . .

COMMON INTERVIEWING
MISTAKES

Snap Judgments Negative Emphasis

Halo Effect Horn Effect

Biases Cultural Noise

 Selection –other issues

• International assignment
• Organisational Values