Selection Dr. Anil Mehta

“Selection is the process by which candidates for employment are divided into two classes –those who are to be offered employment and those who are not “ Dale Yoder

Process of Selection Preliminary Interview Filling in application form Screening application forms Selection test Main interview Reference checks Medical examination Appointment Induction

Psychological Testing Purposes of test Guiding and counseling students Vocational guidance to adults Research into human behavior Selection of candidates, placement, counseling

Types of Test General mental ability test Personality test Aptitude test

Guidance for Employment Test Tests are to be used as supplement rather than as substitute Tests are better at predicating failures than success Tests are screening devises Test scores are not precise measure because they are sample of behavior Every test must be revalidated in the organisation in which it is used The conditions are important Privacy Test administration

Interview “Interview is an attempt to secure maximum amount of information from the candidate concerning his suitability for the job under consideration”

Objectives To judge To give facts To establish rapport To promote goodwill Tool for disciplinary action/grievance handling To provide counseling To get a real feel To find out reasons for leaving

Types of interview Informal Formal Planned Patterned Non-directive Depth Stress Group Panel

Interview Technique 1 Preparation of interview determination of objectives Determination of method Acquiring oneself about the applicants Determining number of interviewees 2 the physical setting 3 conduct the interview Establishing rapport Getting complete and detailed information Recording of impression 4 closing the interview