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Selection

Definition:“To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates”

Effectiveness of Selection

• Requirement to the Job clearly specified• Employee specification should be clearly

specified• Candidates for screening have been

attracted

Essential of Selection

• Someone should have the authority to select

• There must be some standard for Selection

• Availability of Sufficient number of applicants

• Person Job fit• Person Organization fit

Significance of Selection• It is crucial and Complex function• It is a continuous Function• It is goal oriented• Environment of organization depends on

effective Selection Process• Effects Employer and Employee relationship• It is an Asset building activity• It helps in smooth flow of production.• It helps in economy of the organization

Steps in Selection1. Job Analysis2. Recruitment3. Application From4. Written Examination5. Preliminary Interview6. Group Discussion7. Tests8. Final Interview9. Medical Examination10.Reference Check11.Line Managers Decision12.Employment

Job Analysis provides the following information:

• Job Identification• Significant Characteristics• What typically the worker does• Job duties• What material the worker uses• How the Job is performed• Required Personal Attributes• Job Relationship

Techniques of Job Analysis

• Interviews• Direct Observation• Maintenance of Records• Questionnaires• Critical Incidence Method

2. RecruitmentRecruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.

Selection starts where recruitment ends

3. Application From:

• It is also known as Application Blank• It is to secure information from Prospective

Candidates• Serves to Screen Candidates• Different Application form for different job• Different companies has different Application Form

Contents of Application Form:

• Personal Background Information• Educational Attainments• Work Experience• Salary • Personal Items• References

Evaluation of Application Form:

Clinical Method: Taking the help of the Psychologist

Weighted Method: Weightage given to the answers given by the interviewee

Biographical Inventories: Selection / Promotion within the organization.

4. Written Examination:

• Aptitude Test• Reasoning Test• Knowledge in various disciplines• General Knowledge• English Language

5. Preliminary Interview:

It may be conducted by some assistant in HR department to match the person for suitability of the job or generally to extract more information from the prospective candidates

6. Group Discussion:

To measure candidates compatibilityTo measure his IQTo measure his Interaction with othersTo measure his Language and FlowTo study Body LanguageTo study persons attitude

7. Tests:Concepts of Testing:

Reliability: If a person obtains score almost equal or nearing to equal in two or different test, then it can be termed as reliability

Validity: If the candidates test result matches the organization requirement, then it can be termed as validity.

Types of Tests:

1. Aptitude Tests2. Achievement Tests3. Situational Tests4. Interest Tests5. Personality Tests

Aptitude Test:

• Intelligence Test: • Mechanical Aptitude Test • Psychomotor Test: Like eye hand coordination etc• Clerical Aptitude Test

Achievement Tests:

Job Knowledge Test: This is conducted to know his previous ability in the work

Work sample test: Actual work is given and measured

Situational Test:

Group Discussion: Measured in terms of initiative, leading, idea generating, communicating skills, coordination and conclusion skills

In Basket: Topic given in the basket, the candidate has to pick one to take a decision on it.

Interest Test:

• It is to check likes and dislikes of candidates in relation to work, hobbies and recreational activities.

• The assumption high correlation between his interest and job success.

Personality Test:

Thematic Aperception Test: Candidates shown a picture and asked to write an essay on it

Ink Blot Test: The candidates need to see a picture and need to make meaningful concept out of it.

Other Test:Cognitive Ability TestWechsler Adult Intelligence ScaleWonderlic Personnel Test

Polygraph TestHonesty Test

8. Interviews

Types of Interview• Preliminary Interview

– Informal Interview: Conducted anywhere– Unstructured Interview: Candiate talks about

him self• Core Interview

– Background Information Interview– Job and Probing Interview

– Stress Interview– Formal and Structured Interview– Group Interview– Panel Interview– Depth Interview

• Decision Making Interview

Interview ProcessPreparation for the Interview:1. Choose the appropriate type of interview2. Identity knowledge, skill to be examined3. Define the type and number of interviewer

Use of Psychologists

Psychologists should be competent interviewerExperienced Psychologists are more helpfulPsychologists are additional source of information

4. Review of the information collectedAccuracy and validityFind out stabilityCompare previous experienceTo check employee growth

5. Decide upon administrative arrangements6. Finalize physical setting7. Determine the coverage of interview

Conducting of an Interview1. Open the interview2. Get complete and accurate information

- Alert for pauses- To use common language- Ask direct questions- To frame questions for elaborate answers

3. Recording of observations and impressions4. Guide the Interview

To have sufficient discussionto lead the applicant tactfully

5. Check the success of an Interviewer

1. Making favorable impressions2. Not making judgments in the beginning3. Putting candidate at ease4. Avoiding unnecessary interference5. Taking notes6. Giving opportunity to ask questions7. Closing interview pleasantly

Closing the InterviewShould get closed at the appropriate time after making all the notes

Evaluation of the InterviewThe evaluation is based onObservation, information collected, expressions etc.

Guideline for Effective Interview• Interviewers should be of higher calibers• Adopting right kind of interview technique• Studying background information • Evaluating the traits• Interview should be held on organizational requirement• Time management technique• Should have checked reliability and validity• To respect interviewee• Inform the interviewee the purpose• Making interviewee to feel ease• To encourage interviewee to speak freely• No personal biases

9. Medical Examination

Medical examination gives the followingIf applicant is medically fitTo find out psychologically attitudeMeasures applicant physical measurementTo check special senses of the candidates

10. Reference CheckIt is obtained from previous employerIt is obtained from applicants known people except relativeEven previous company worker holds good

Information obtained on the following areaJob titleJob descriptionperiod of employmentPay and allowancesRate of absence

It is obtained throughEmailSending MailsTelephonesHiring outside agency

11. Line Manager Decision

The final decision taken by line manager after considering:Economic ImplicationSocial ImplicationBehavioral Implication

12. Employment

It concludes withIssuing an Offer LetterReporting to dutyIssuing an Appointment Letter

Placement

• Placement is a process of assigning a specific job to each of the selected candidates.

• It involves assigning a specific rank • It involves assigning responsibility to an

individual. • It implies matching the requirements of a

job with the qualifications of the candidate

The organization decides final placement after initial training is over

Employee is generally put in probatinonary between 6 months to 1 year.

Induction• Once an employee is selected and placed on an

appropriate job, the process of familiarizing him with the job and the organization is known as induction.

• Induction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work.

Objectives of Induction To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment.

Putting employee at ease

To give new comer necessary information such as location of a café, rest period etc.

To build new employee confidence in the organization.

Creating interest in the Job and the company

It helps in reducing labor turnover and absenteeism.

It reduces confusion and develops healthy relations in the organization.

To ensure that the new comer do not form false impression and negative attitude towards the organization.

To develop among the new comer a sense of belonging and loyalty to the organization.

Provide basic information about the work

Induction covers the following:

• About the Company• About the Department • About the Superiors, Subordinates, peers etc