Selection Process Project

8/4/2019 Selection Process Project

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Selection processMeaning of SELECTION:

Selection is defined as the process of differentiating between applicants in

order to identify (and hire) those with a greater likelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants) who hasthe appropriate qualification and competency to do the job.

The difference between recruitment and selection:

Recruitment is identifying n encouraging prospective employees to apply for a job.

AndSelection is selecting the right candidate from the pool of applicants .

Selection process starts where recruitment ends

SELECTION PROCESSSelection is a long process, commencing from the preliminary interview

of the applicants and ending with the contract of employment.

Environment factor affecting selection:Selection is influenced by several factors. More prominent among them are

supply and demand of specific skills in the labor market, unemployment rate,labor- market conditions, legal and political considerations, company’s image,

company’s policy, human resources planning and cost of hiring. The last threeconstitute the internal environment and the remaining form the external

environment of selection process.



The following chart gives an idea about selection process: -

External environment

Internal environment

Preliminary interview

Selection test

Employment interview

Reference and Background

Analysis

Selection decision

Physical examination

Job offer

Employment contract

Evaluation

R e

e c t e d A

l i c a t i o n



Above chart can also be summarized as follows

1. Initial screening interview/

2. Preliminary interview process

3. Employment/aptitude tests

4. Comprehensive interview

5. Background investigation or reference check

6. Conditional job offer

7. Medical/physical exam

8. Final job offer

Here I am going to discuss about the selection process for following post. :

1. Credit analyst

2. Financial analyst

3. Marketing manager

4. Project manager5. Sales manager

6. Investment Fund Managers

7. Logistics Managers

8. Supply Chain Managers

9. Quality Control Analysts

10. Human Resources manager

For all the above post after completing the recruitment process we go for the initial screening and

phonic interview.



Step two

Common for all the above post

After initial screening, preliminary interview would be done.

The phone screen allows the employer to determine if the candidate's qualifications, experience,

workplace preferences and salary needs are congruent with the position and organization. The phone

screen saves managerial time and eliminates unlikely candidates.

The format of phonic interview should be like follows:

Candidate’s Name: ____________________________________________

Today’s Date: ______________ Resume Attached: YES ___ NO ___

Position Title/Location: ________________________________________

Question: Tell me about yourself.

Q: What have your achievements been to date?

Q: Are you happy with your career-to-date?

Q: What is the most difficult situation you have had to face and how did you tackle it?

Q: What are your strengths?

Q: What is your greatest weakness?

Learn About Past Company and Job in the Phone Interview

Q: Why do you want to leave your current employer?

Give me an example of when you have had to face a conflict of interest at work.

Tell me about the last time you disagreed with your boss.

What size was the organization where you last worked in terms of revenue and employees?

What were the organization’s primary products and markets?

If the person had reporting staff, how many people reported to you directly – what were their titles?



If the candidate is not currently working, why and when did you leave your most recent position?

How have you spent your time since you left your most recent position?

To Determine the Candidate's Degree of Success During the Telephone Interview

How did your most recent position support the accomplishment of the mission of yourorganization?

In your previous position, what do you consider your greatest accomplishment(s)

What were your most significant failures?

How would your supervisor and coworkers describe your work?

What is your reason for leaving your current position?

If currently employed, what would need to change at your current position for you to continue to work

ther?

To Determine Candidate's Work Environment and Cultural Needs

Describe your preferred work environment.

Describe the management style you exhibit and prefer.

What must exist in your work place for you to be motivated and happy?



Step third:

Employment test or aptitude test: It is basically consist of puzzle, reasoning, grammar and

numerical aptitude. It can be varied for post to post.

Step four:

Comprehensive interview: At this stage we would specifically interviewed each candidate for

the different posts.

Comprehensive interview for the post of Credit analyst:

Question: What can you do to increase your value as an analyst?

Question: What are the reporting tools used?

Question: Tell about your experience as a credit analyst?

Question: Why do you want to join this company?

Question: What do you mean by credit risk?

Question: What information does a credit scoring model use to calculate a score?

Question: What do you mean by counter party risk?

Question: If you are selected for this post then what would be your steps for credit enhancementand trenching?



Comprehensive interview for the post of financial analyst:

1. Tell us something about yourself?2. What are your academic qualifications? Name the institution from where you have done

your post graduation?

3. How do you rate your computer skills?4. Why did you resign from your previous job? How long have you been working with your

previous organization?

5. Do you think you’re able to handle the work load of this job? How do you deal with

stressful circumstances?6. What stimulates you to join this field?

7. How do you manage the online finance operations and describe the method to prepare a

report?8. What are the significant profile responsibilities of a finance analyst?9. Describe a situation where you did a mistake in an important report and realized it after

the submission of report?

10. Tell us a situation which is the best example for your ability to handle conflicts andissues?

11. What skills should a financial analyst possess?

12. If you are selected when would you like to join?

Comprehensive interview for the post of marketing manger:

1. Give us an example of a marketing brief you developed for a recent marketing project or program2. Tell us about a marketing project in which you had to coordinate and manage a diverse team of

people to achieve deliverables

3. Give an example of how you have effectively managed a tight budget to accomplish a marketing

activity

4. Give an example of how you have effectively used online marketing tools

5. Can you give me an example of a campaign that did not work out as you had planned?

6. Tell me about a marketing project that you brought in on time and under budget.

7. What factors do you consider the most important when attempting to influence consumer

behavior?

8. What are the biggest challenges a Marketing Manager faces today?





Comprehensive interview for the post of Investment Fund Managers

1. Tell me about yourself.

2. Why do you want investment management?

3. What qualities make for a good analyst?

4. What skills can you offer as an analyst? Any industry-specific ones?

5. What industry do you want to cover? Any preference for value or growth?

6. How would you analyze the industry?

8. How did you arrive at your target price?

9. What is your investment philosophy?

10. Do you own/have you owned any stocks? Tell me about them. Why did you buy/sell them?11. Did you pitch a stock to the IMC fund members? What was the outcome?

12. Why do you want to work for us?

13. Why do you want to live in the (firm’s location) area? What ties to you have to the area?

14. What other firms are you looking at?

15. Where do you think the market is going? Why?

16. What do you think is most important: A company’s management, product, str ategy, etc. ?

17. What are five questions you would ask a company’s management?

18. Which would you rather have: A good company with poor management, or a poor company

with good management? Why?

19. What is more important: value or growth?

20. If you had to put ALL of your money in one stock and leave it there for 10 years, which

stock would it be and why?

21. What is the overnight rate?

22. What is the 10 year T-Note rate?

23. What was your best investment?

24. Why - what did you learn? What was your worst investment? What did you learn?



Comprehensive interview for the post of logistics manager:

The logistics manager job interview, is a professional level interview, based on a very wide range of

tasks. In most cases the interviews will need to cover the entire range of functions of the position.

1. How do you measure your own performance?2. What kind of pressures have you encountered at work?

3. Are you a self-starter? Give me examples to demonstrate this?

4. What changes in the workplace have caused you difficulty and why?

5. This position requires familiarity with a fully automated warehouse, including an

integrated accounts database. Can you tell us about your experience working with these

systems?

6. Give us an example of client relationship management in a problem scenario in which the

client has a legitimate reason for complaint

7. What do you bring to our business, in terms of values?

Comprehensive interview for the post of supply chain manager

1. Explain Procure to Pay to Pay cycle?

2. How do you search a supplier

3. Explain the Vendor rating process

4. What are the risks in procurement how do you minimize these risks

5. What is spend analysis and how do you use spend analysis to reduce the procurement costs

and processing costs

6. What are the GL postings in procure to pay cycle?

7. What are the different types of matching such as 2 way, 3 way or 4 way and why these are

required?

8. Explain Sales order to billing cycle?

9. What are the GL postings during sales order to billing cycle?

10. What are different inventory Valuations?

11. What are the different Inventory analysis ? how do you do ABC, XYZ and FSN analysis?

12. What is the difference between Physical inventory and Cycle counting and which process is

better ? and why?

13. What are the different types of MRP runs (i.e. Regenerative, Net Change etc).

14. Explain Consumption based planning and Demand based planning, which is better and how?

15. How do you analyze Inventory Shrinkages?



Comprehensive interview for the post of quality control analyst

1. What is your ISO 9001 experience? Have you taken a company through registration?

2. What is your track record on ISO 9001 non-conformities?

3. What is your experience with writing the QA Manual?

4. What is your experience in working with sampling plans? Please describe some of the

standards.

5. What audits have you been involved with? What is important to recognize when doing anaudit? Why Audit?

6. If an employee is doing something different then the procedure, what action should be takenagainst the employee? Do you correct the employee on the spot?

7. Difference between Six Sigma and CMMI?

8. What are the roles of Quality Assurance?

9. What is the difference between quality assurance and quality control?

10. Differentiate between product quality and process quality?

11. What are the three measures in common use in Quality?

15. What are Six mandatory Quality procedures?

16. Which Steps must be used in implementing a quality management system?

17. Describe to me the difference between validation and verification.

18. Describe to me what you see as a process. Not a particular process, just the basics of having a

process.

19. Give an example of Where and How You have improved the testing quality?

20. Tell me about any quality efforts you have overseen or implemented. Describe some of the

challenges you faced and how you overcame them.

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Comprehensive interview for the post of Human Resources manager

1. Tell me why you chose Human Resource Management as your profession.2. Do you have a personal philosophy about HR management?

3. What do you like most about HR? What do you like least, and what do you find the most

challenging?4. During your HR career, which positions have you reported to and which reporting

structure do you prefer?

5. How do you stay current with changes in employment laws, practices and other HR

issues?6. An employee tells you about a sexual harassment allegation but then tells you they don't

want to do anything about it; they just thought you should know. How do you respond?

7. Describe the most difficult employee relations situation you have had to handle, how it

was resolved or not, and why.8. What have you done to help your human resources department to become a strategic

partner?

9. As HR professionals, we often deal with legal and ethical situations. Tell me about anethical situation you have encountered and what part you took in resolving it. Tell me

about any illegal discrimination charges you have handled and how these were resolved.

10. What experience do you have in multi-state HR management?11. Tell me about your policy development experiences. What employment policies have you

developed or revised? What is your experience in compiling or revising an Employee

Handbook?

12. Describe your knowledge of/involvement with progressive discipline.

13. Describe your knowledge of/involvement with Performance Evaluation processes.14. Tell me about programs that you have implemented.

15. Tell me about your experience in training and developing your employees or managers.16. Tell me about training and development programs you have developed.



Closing the interview

After making sure that interviewer asked all prepared questions about the job, company and

management. Interviewee can ask any questions that may have resulted from the information

exchanged during the interview

Reference and background check

Employers are conducting employee background screening for a number of reasons:

The current emphasis on security and identity-verification

The increasing cost of a bad hiring decision, both to a company's budget and reputation The increased scrutiny that management is now subject to following a number of high-

profile corporate scandals

An increased awareness of the amount of inaccurate information provided by jobcandidates. Current estimates suggest that up to 40 percent of resumes include false or

inflated information.

Typically, this report includes criminal histories and credit reports. More frequently employers

are requesting driving records and verification of education and qualifications.

Job offer letter:

Job offer letter includes the following things

Location

Hours of work reimbursement

policy

The job

responsibilities

expectations Career development

opportunities The manager/boss

Compensation Health/dental

insurance

Life insurance

Vacation time

Personal days and

Sick days Maternity and Family

leave The workplace

Job security

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Selection Process Project