Human Resource Seminar

Selection Process – Screening – Tests – Validation – Interview – Medical

Examination

By
Gopinath(13) – Ikbal(14) – Isaivani(15) – Jero (16)– Kaamil(17) – Kabali(18)
M.B.A 2009 – 2010 DOMS - MNMJEC
Recruitment & Selection
What do you see as the key differences between
Recruitment and Selection?

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 Recruitment & Selection
• The Recruitment And Selection Process Is Concerned With Identifying,
Attracting And Choosing Suitable People To Meet An Organisation’s
Human Resource Requirements.


 But “Where Recruitment Stops, Selection Begins”



• The Recruitment Process Can Be Described As A Positive One,

‘Building A Roster Of Potentially Qualified Applicants’, As Opposed To
The ‘Negative’ Process Of Selection.


 In other words:


Recruitment Is “Searching For And Obtaining Potential Job Candidates In

Sufficient Numbers And Quality So That The Organisation Can Select The
Most Appropriate People To Fill Its Job Needs”
&

Selection Is Concerned More With “Predicting Which Candidates Will

Make The Most Appropriate Contribution To The Organisation – Now And

In The Future” DOMS - MNMJEC
Selection Process

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Receiving Application
Forms

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 Receiving Application Forms
The First Step Is To Receive Application
From All Eligible Candidates

 Most Organizations provide their
own printed applications (Others may
ask for application together with bio-data)

 More Sophisticated organizations
have provision for online application




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Receiving Application Forms

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Scrutiny

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 Scrutiny
• To Scrutinize Means To Check That All Particulars Given By The Candidates
Are Appropriate, Correct And Complete


• Usually the Check List contains

– Age
– Sex
– Educational Qualification
– Experience
–
 The Important Advantage Of Scrutinizing Is That It Reduces The Load Of Screening
Unnecessary And Unimportant Applicants.

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Preliminary Interview

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 Preliminary Interview
• The main objective here is
to see the candidate
personally and judge his
physical and mental
abilities


• Basic skills are tested and

evaluated


• It is yet another filtration

process


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Tests

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 Tests
This is a simple measurement of the candidates ability for job. Different type of
tests are conducted based on the type of job he/she has applied for.


We can classify tests according to weather they measure..



• Cognitive (Mental) ability

• Motor and Physical ability
• Personality and Interests
• Achievements (Job/Field Knowledge)

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 Cognitive Ability Test
These test include tests of general reasoning ability (intelligence) and tests of


specific mental ability like memory and inductive reasoning.



• Intelligence Test
– The Intelligence Quotient and Emotional Intelligence Quotients of the person is tested


• Aptitude Test
– The Learning Skills, Communication skills, etc. are tested


• Proficiency Test
– The Essential skills required for the job are tested

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 Motor and Physical Ability

The Employer might also want to test the motor abilities, such as finger dexterity,
manual dexterity, and reaction time.

Some of the tests are:

Crawford Small Parts Dexterity Test

Stromberg Dexterity Test


Minnesota Rate of Manipulation Test

Perdue Peg Board Test

Roeder Manipulative Aptitude Test


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 Pe rso n a lity A n d In te re st
A persons cognitive and physical abilities alone seldom explain his or her job
performance. Other factors, like motivation and interpersonal skills, are very
important.

Employers use personality and interest tests to measure and predict such
intangibles.

The website www.psychtests.comillustrates some of the many employement

tests avaliable, and lets you take a sample test online.

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A ch ie ve m e n ts Te st
Achievement tests measure
what a person has learned.
They measure your “job
knowledge” in areas of your
expertise.

Tests are based on the

jobs/occupations/fields that
the person belongs to.

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Final Interview

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 Fin a lIn te rvie w
The Final Interview enables the employer to examine the candidate thoroughly.

Structured / Unstructured interview


Depth Interview

Stress Interview

Panel Interview

Group Interview (GD)

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 Te sts

Checking References

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 C h e ckin g R e fe re n ce s
 These are used to obtain additional information about
candidates from third parties such as previous employers,
academic tutors, colleagues or acquaintances. The accuracy of
the information is variable.


 References can be used at different stages in the selection

process: some organisations use them only to confirm details
of the chosen candidate after the position has been offered,
whereas others will request references for all shortlisted
candidates prior to interview.

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Medical Examination

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 M e d ica lE xa m in a tio n
 It is important that a person
selected for a job must also
be medically fit to perform
it. The candidate, therefore ,
will be asked to undergo
medical examination to
prove his/her physical
fitness. A report on his/her
eyesightt, height, weight
and a certification on his/her
physical fitness from a
doctor may have to be
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Appointment

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A p p o in tm e n t
If the employer is satisfied


with the performance of all

the pervious stages then,
the candidate is given a
appointment order. The
appointment order states,
•
• Date of Appointment
•
• Nature of Job
•
• The Salary Package
•
• The Period on Probation

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Probation Period

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 Pro b a tio n Pe rio d
 It is the initial testing period of the candidate during which his
performance will be watched. The period of probating may
vary from organization to organization, ranging from 6 months
to 2 years.


 It is the best way to find out if the selection process is

successful or not. During this period the employee gets only
partial benefits from the employer.

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Confirmation of Service

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 C o n firm a tio n o f S e rvice
 On successful completion of thee probation period the service
of the candidate is confirmed. It is only after this the candidate
is eligible to participate in provident fund and such other
schemes, health benefits, etc,.


 Some organizations pay only a consolidated pay in the

probation period and only after confirmation the full amount is
paid.


 A candidate who has not performed satisfactorily during the

probation period will not beDOMS
retained,
- MNMJEC and he will be issued a
 Bibliography
• Human Resource Management
 By J. Jayasankar
• Human Resource Management
 By Gary Dessler
• Human Resource Management A competitive Approach
 By IAN BEARDWELL, LEN HOLDEN, TIM CLAYDON
• http://www.google.com/
• http://www.scribd.com/


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 Thank You
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