By:Aman Bhattacharya Ghanshyam Watekar

Selection is the process of choosing the appropriate candidate from applicants whose skills match the requirements of the job as well as the personalities that going to run the business.

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It is important for two reasons: First, work performance depends on individuals. The best way to improve performance is to hire people who have the competence and the willingness to work. Second, cost incurred in recruiting and hiring personnel speaks volumes about the rule of selection. Pepsi had gone on a crash recruitment drive. Six people from the company took over the entire Oberoi Business Center in Mumbai for 6 days: 3000 applications in response to an advertisement issued earlier were scanned: Applicants were asked to respond by fax within 100 hours: Finally, the short listed persons were flown in and interviewed. Quite an expensive affair by any standard! Cost of wrong selection is much greater. 4 possible outcomes are there Aman Bhattacharya 4/18/2010

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Two of these are true positive [high hit] and true negative [low hit] are right selection decisions. The other two outcomes represent selection errors. In the false positive error, a decision is made to hire an applicant who would have succeded is rejected based on predictions of failure. In either case, selectors will have erred. An organization with the false positive error incurs three types of costs. The first type is incurred while the person is employed. This can be result of production or profit-losses, damaged companys reputation, accidents due to negligence, absenteeism and the like. The second type of costs is associated with the training, transfer or terminating the services of the employee. The third is the costs of replacing an employee with fresh ones.Aman Bhattacharya 4/18/2010

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Initially

the basic hiring process was performed in a unplanned manner in many companies. In such companies, each department screened and selects their own employees for the refilling the current positions.

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Applications

send to a single centralized

department. It It

make easy contact to the applicant.

helps operating mangers to concentrate on their operating responsibilities.Aman Bhattacharya 4/18/2010

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It

give better selection process.

Hiring

costs may be cut because duplication of effort is minimized.

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The selection process in an organization depend on the organization strategy an objective, and tasks and responsibility of the job and the qualification, experience and characteristic required in an individual to perform these tasks and responsibilities.

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The selection process typically consists of eight steps:1. 2. 3. 4. 5. 6. 7. 8.

Initial screening interview Completion of the application form Employment tests Comprehensive interview Background investigation Conditional job offer Medical/physical exam Permanent job offerAman Bhattacharya 4/18/2010

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Its Involves job application study. For

e.g:- personal experience ,etc.

data,

Achievements,

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Completing the Application Form: Key Issues Gives a job-performance-related summary of what

applicants have been doing, their skills and accomplishments.

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Types of Employment Tests Intelligence Tests Are mental ability tests. Basically measure the applicants intelligence in general. Aptitude

Tests - Measure the applicants potential to learn skills when taught. Tests Measures the traits and nature of the individual.Aman Bhattacharya 4/18/2010

Personality

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Achievement

Tests- Are tests which help in measuring the actual achievements of the individual. Ex. typing skills. Tests- Are tests which duplicates many of the activities and problems an employee would face at the work place.Aman Bhattacharya 4/18/2010

Simulation

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Interviews: Selection tests are normally followed by personal interview of the candidates. The basic idea here is to find out overall suitability of candidates for the jobs.

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Types of Interviews Non Directive Interview The Directive Interview The behavioral interview The Stress Interview Group Interview Panel Interview TheAman Bhattacharya 4/18/2010

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Background Methods: Internal

investigation: checks former employers, personal references and possibly credit sources. investigation: checking firm which information. DocumentationAman Bhattacharya 4/18/2010

External

Uses a referencemay obtain more

Other

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Conditional Job Offers: Offers

of employment made contingent upon successful completion of background check, physical/medical exam, drug test, etc. May only use job-related information to make a hiring decision.Aman Bhattacharya 4/18/2010

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Medical/Physical Examination : Certain jobs require unusual stamina, strength, or tolerance of hard working Conditions. A physical examination disclose whether the candidate is heavy with child or not .

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Job Offers :In

this hiring decision disclose with the applicant. hiring decision made by the departmental manager.Aman Bhattacharya 4/18/2010

Generally

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