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Learning Objectives

• Understand the nature of selection andappreciate its role

• Describe the selection process

• Identify new methods of selection

• Bring out the selection practices in India

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What is Selection

• Selection is picking up right people for

right jobs

• Selection is significant because

 – it determines work performance

 – heavy costs are incurred

 –

false negatives and false positives can beavoided

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The Psychology of Selection

Figure 6-5

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 Job Performance, Selection Criteria, and Predictors

Figure 6-3

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Elements in a Selection Process1. What are the org’s goals

and objectives.

2. What are the tasksand responsibilities.

3.Qualifications and

experience required to

perform a job4. What are the

competencies

required.5. What should be

the criteria for

Selecting.

Organization al Objective

Job Design and Description

Job Specification

Competency Modelling

Selection Recruitment Policy

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Steps in the Selection Process

Initial Screening

Interview

Conducting Tests and Evaluating

PerformancePreliminary

Interview

Reference checks

Analyzing the

application BlankResumes/ CV Review

Core and

Departmental

Interview

Job offer

Medical

ExaminationPlacement

Offer to next

suitable

candidate

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Application Forms

Some of the items that usually appear on the

application forms:-

 – Personal Information

 – Educational qualification

 – Work experience

 – Salary

 – Personality items

 – Reference checks

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Evaluation of Application Forms

Clinical method:- All the information furnished by theapplicant in the application form is analyzed andinference s are made about the applicant’s personality.A designed application form facilitates an analysis of 

the job applicant’s leadership abilities, emotionalstability, assertiveness, attitude towards his work andhis superiors.

Weighted Method:- In this method, certain points orweights are assigned to each items in the application

form. It should differentiate between the characteristicsof successful and unsuccessful employees. Assigningweights to these characteristics or traits in an to assessemployee attitude and personality.

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Selection Process

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Types of Interviews

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Barriers to Effective Selection

• Barriers to selection

 – Perception

 – Fairness

 – Validity

 – Reliability

 – Pressure

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TESTS

Aptitude Tests:-

Reasoning, judgment, memory, and the power of 

abstraction “ An IQ (Intelligence Quotient) test usually measures

several factors of intelligence such as logical reasoning,analytical skills and general knowledge.

Achievement Tests:-Aptitude tests measure anindividual’s ability to learn a given job, when givenadequate training.

Situational Tests:-Used in middle and senior level

management selection to test the applicant’s likelyresponses to real-life business situations.

Interest Tests:- These tests help in assessing anindividual’s genuine interest in a job and its profile.

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• Personality Tests:- Personality tests helps in

assessing an individual’s value systems, emotions,

maturity and other personal characteristics.• Graphology:- Graphology involves examining an

individual’s handwriting to assess his personality,

emotional characteristics and honesty.

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INTERVIEWS

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1. Preliminary Interviews:- Preliminary interviews arebrief. First round interviews that aim toeliminate the applicants who are obviously

unqualified for the job.2. Selection Interview:- A selection or core

interview is normally the interaction betweenthe job applicant and the line manager or

experts, where the applicant’s job knowledge,skills, talent, etc. are evaluated and ascertained.

3. Formal and structured Interview:- A structuredinterview is very rigid in its structure and

contents. It is based on a through job analysis,which directs the flow of the interview.

4. Unstructured Interview:- There are more openended questions in an unstructured interview. 

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5. Stress Interview:- The objective of a stress

interview is to test the applicant’s ability to

perform and deliver under stress. Interviewersput the interviewee under stress by repeated

interrupting him, criticizing his answers, asking

him unrelated questions of keeping quiet forlong period after the interviewee has finished

speaking .

6. Group Interview Method:- In this method, allthe candidates or a group of candidates are

interviewed by a panel of interviewers or a

single interviewer.17

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7. Panel Interview:- Organizations where allfunctions are interdependent and every jobinvolves cross-functional interactions.

8. In-Depth Interview:- In-depth interviews aremore suitable for selection of candidates for high-end technology and high skills jobs. Experts in therelevant area test the candidate’s knowledge and

understanding of the subject and assess hisexpertise.

9. Decision Making Interview:- Applicant’s knowledge in the core areas of the job is

evaluated by experts including line managers onthe organization. The HR manager tries to findout the candidate’s expectations regarding salary,allowances, benefits, promotions, and careeropportunities.

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  The Interview

Process

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1. Preparation:- The interviewer should follow

these steps when preparing for the interview: Determining the objectives of the interview  – for

what position, what is the job specification.

Read the application of the candidate so that

relevant questions can be asked.

Determining the mode of evaluation, the standards,

the weights etc.

Plan one’s time so as to allocate equal time andattention to all the interviewers.

Be prepared to interview the candidates without any

prejudice or bias.

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2. Setting :- Setting and the ambience for an

interview can have a major effect on a

candidate’s performance. 

Do’s and Don’ts of Interviewing:- DO DON’T 

Prepare for the interview Be unprepared for the interview

Make the candidate feel comfortable and

relaxed

Make the candidate feel stressed

Ask open ended questions Ask leading and demanding questions

Allow the candidate to talk and gather

complete and relevant information

Interrupt the candidate frequently and gather

inadequate in formations

Ask more questions and probe only if 

necessary

Ask personal and private questions that disturb

the candidate

Make note of the relevant points during the

interview for accurate assessment

Rely on your memory to assess the candidate

after the interview

Stick to the plan of the interview Get too engrossed in the interview to follow21

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3. Reference Checks:- The former employees or

professors or the acquaintance of the candidate ,who are in responsible position in the corporate

world or in the society, are mentioned as referrals.

4. Medical Examinations:- Many organizations have

made physical medical examinations mandatory for

hiring. The clearance of physical examination is

mandatory to ensure compliance with the physicalstandards mentioned in the job specification and

the organizational recruitment policy. 

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