SELECTION

CONCEPT
The hiring process is of one or Many go , no-go
gauges. Candidates are screened by application of these
tools. qualified applicants go on to the next hurdle, while
un qualified are eliminated
-

Yoder

RIGHT PERSON FOR RIGHT JOB

Selection decision outcomes

Decisions

Successful
Successful
Unsuccessful
Unsuccessful

Later job performance

Accept
Accept

Reject
Reject

Correct decision

Reject error

Accept error

Correct decision

ELEMENTS IN SELECTION
PROCESS
Organizational objectives
JOB
JOB DESCRIPTION
DESCRIPTION
JOB
JOB SPECIFICATION
SPECIFICATION

COMPETENCY
MODELLING
selection

RECRUITMENT
POLICY

STEPS IN THE SELECTION PROCESS

Resumes/CV
Resumes/CV Review
Review

Initial screening
interview
Analyze
Analyze the
the Application
Application Blank
Blank

Conducting
Conducting Tests
Tests and
and Evaluating
Evaluating
Performance
Performance

Preliminary
Interview

contd

Core
Core and
and Departmental
Departmental
interviews
interviews

Reference
Reference check
check

Job offer
Medical
Medical Examination
Examination

Placement

APPLICATION FORMS

Personal information
Educational qualifications
Work experience
Salary
Personality items
Reference checks

EVALUATION OF APPLICATION
FORMS

Clinical method
Analysis and inferences are made
on individuals personality
Weighted method
Statistical technique

SELECTION TEST

Intelligence Test
Logical reasoning, analytical skills and
general knowledge
Aptitude Test
Ability to learn the given job
Achievement Test
Job-related proficiency and knowledge of
the applicants
Situational Test
Likely responses to real life situations
Middle and senior level managers

Interest Test
Degree of interest a candidate has over
the job
Personality Test
Basic job related traits or personality
Polygraph Test
Test the validity and truthfulness of an
applicants answers by monitoring the
physical changes as he answers a series
of questions
Graphology
Examining individuals handwriting to
assess his/her personality

INTERVIEWS

Preliminary interview

Aim to eliminate the applicants

Selection Interview

Formal and structured interview

Pre-determined framework
Unstructured interview
No pre-determined framework
Stress interview
Ability to perform and deliver under
stress

Group interview method

Group of interviewees are interviewed
by a panel of interviewers or a single
interviewer
Panel interview method
People from different department
interview a candidate
In-depth interview
Suitable for high-end technology and
high-skill jobs
Decision making Interview

OPEN-ENDED QUESTIONS
Prompt applicants to answer with
more than just yes or no
responses:

What do you dislike about your

current job?
Can you describe the best boss
youve had?
How would your co-workers
describe you?
What was the worst thing that
happened to you at work? How did
you handle it?

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CLOSED QUESTIONS
Prompt applicants to answer with short
yes or no responses:

Do you like your current job?

When did you graduate?

How long have you lived in this city?

Who suggested that you apply for this

position?

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CATEGORIES TO AVOID
When interviewing job applicants,
avoid asking questions about:

Birthplace, age, religion

Race, faith, color
Height, weight
Marital status
National origin

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