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SELECTION PROCESS

PRESENTED BY, AMIT MISHRA PIYUSH JOSHI TABREZ KHALFE

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WHEN RECRUITMENT END SELECTION STARTS

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Selection is the process of identifying individuals who have relevant qualifications/experience/skills and competencies to fill in the jobs. Once there is a pool of applicants for a job, the next step is to select  the best candidate for the job. Selecting the right employees is critical because: 

•The  organisations  performance  is  dependent  on  its  employees.  Employees  with the right skills and attributes will do a good job. 

•It  is  costly  to  recruit  and  hire  employees.  Hiring  and  training  a  new  employee costs a lot of money.  

• Incompetent  hiring  could  impact  the  organisation  in  a  big  way. The employee may  commit  a  wrongful  act  that  will  impact  the  image  of  the  organisation adversely.  

SELECTION

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THE SELECTION PROCESS

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pre

sente

d to

Miss Fa

iza

SELE

CTIO

N P

RO

CES

S Initial screening

Completed application

Background examination if req.

Medical

Permanent job offer

Reject application

Failed

Passed

Passed

Passed

Passed

Passed

Passed

Interview

Employment test

Condit

ional Jo

b

Off

er

Failed

Failed

Failed

Failed

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IN DETAIL

Initial screening • The first step

in the selection process whereby job inquires are sorted

Application form • Company

specific employment from used to generate specific information the company wants

Test • A short test

held

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CONT...

INTERVIEW• Behavioural

question reveal the most about how a candidate would fit into a company culture.

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CONT. . . .

Conditional job offer• A tentative

job offer that becomes permanent after certain conditions are met.

Background investigation• The process

of verifying information job candidates provide

Medical • An

examination to determine an applicant’s physical fitness for essential job performance

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ITS BETTER NOT TO SELECT THAN SELECTING A BAD CANDIDATE

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TO AVOID NEGLIGENT HIRING FOLLOWING STEP MAY BE UNDERTAKING

• Making a systematic effort to gain relevant information about the applicants and verifying all documentation.

• Scrutinizing all information supplied by the applicant.

• Rejecting applicants who make false statements of material facts or who have conviction records for offenses directly related and important to the job on question.

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BASIC TESTING CONCEPT

Reliability

Validity

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RELIABILITY:

The consistency of scores obtained by the same person when retested with the identical test or with alternate forms of the same test.

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VALIDITY

The accuracy with which a test, interview and so on measures what it purpose to measure or fulfills the function it was designed to fill.

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RELATION BETWEEN RELIABILITY AND VALIDITY

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SELECTION PROCESS

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THANK YOU