1. Welcome to the class of HRM

2. Selection Prof. Hiteshwari Jadeja

3. What is selection? Selection is a systematic process of identifying suitable candidates for the available jobs from the available applicant pool. It is a process of matching the qualifications of applicants with the job requirement.

4. Differences between recruitment and selection

5. Phases of the selection process

6. Steps in selection process 1.Employment application forms/blanks 2.Selection test 3.Selection interview 4.Reference check 5.Physical examination 6.Job offer

7. Steps in selection process Employment application forms/blanks: Standardized format to collect the necessary information. Selection test: This is a psychological test for comparing and contrasting the behaviour of two or more persons on the basis of a standardized measure. Selection interview: This is a face-to-face conversation with the candidate to collect the required information.

8. Steps in selection process (contd.) Reference check: Cross-checking information provided by the candidates in different stages of the selection process. Physical examination: Medical test to ensure that candidates meet the physical requirements of the job. Job offer: A job offer is a formal communication which specifies the details of job offer made to the selected candidate.

9. Employment application forms/blanks Application forms normally solicit the following information from the candidates: Biographical information Educational qualifications Work experience Pay and other perquisites Additional information References

10. Selection tests A test is a standardized assessment of a sample but critical behavior of candidates to determine their suitability for the job.

11. Characteristics of psychological tests Objectivity- It refers to the validity and reliability of the measuring tools. Standardization- It means that there is uniformity in the procedure followed in conducting the test. Sample of behaviour- It refers to test contents which should predict a representative sample of the eventual behaviour of the candidates.

12. Types of psychological tests

13. Types of ability test Intelligence (IQ) test- The aim of an intelligence test is to measure the general intellectual abilities of a person. Aptitude test- An aptitude test measures the latent talents of a person that may be crucial to performing the job successfully. Achievement test- The aim of an achievement test is to measure the knowledge gained by a person in his or her job.

14. Personality test A personality test proposes to assess and predict the basic characteristics of a person. The characteristics includes introversion, inter-personal skills, motivation, stability, self-belief, courage, attitude, temperament, etc. Its results are useful in predicting the future performance of the candidate. Rorschach Blot Test (RBT), Thematic Apperception Test (TAT), Minnesota Multiphase Personality Inventory (MMPI) and Myers-Briggs type indicator (MBIT) are some of the popular forms of personality test.

15. Rorschach Blot Test (RBT)

16. 6–16 Sample Picture Card from Thematic Apperception Test How do you interpret this picture? Source: Harvard University Press. Used with permission.

17. Graphology

18. Interest test The aim of the interest test is to know the interest, attitude and preference of a person towards the job offered. Kuder Preference Record and Strong Vocational Interest Blank are some well-known interest tests.

19. Honesty or integrity test In an honesty or integrity test, the questions are asked in such a way that the attitude and actual behaviour of the candidates can be found out. Eg: Polygraph(lie detector) These are rarely used in India.

20. Evaluation of psychological tests Merits Objective in evaluation. Ideal for large groups. Predictor of intangible talents. Goal-specific and target-oriented. Record for future.

21. Evaluation of psychological tests Limitations Lack of flexibility. Unsuitable for smaller groups.

22. Developing a test programme-steps Determining the job and skills requirements. Deciding the types of test. Developing the success criteria. Administering the test. Evaluating the results.

23. Selection interview Interview is a face–to–face conversation to collect information from a candidate to determine his or her suitability for a job.

24. Kinds of Selection interview

25. Kinds of Selection interview (contd.) Structured interview- In this method, the interviewer predetermines the questions to be asked and follows the same to ask the interviewee a series of questions with little or no deviation. Unstructured interview- In this type of interview, the interviewer does not pre-plan the questions to be asked. In fact, he or she decides on the questions as the interview proceeds. In-depth interview- The purpose of this interview is to discuss the information concerning the candidate in detail. The intention is to ensure that no vital information is missed out.

26. Kinds of Selection interview (contd.) Stress interview- The intention of the interviewer in this kind of interview is to identify sensitive candidates who have low-stress tolerance. The purpose of a stress interview is to put the candidate in an uncomfortable situation to see his or her ability to handle stress. Panel interview- A panel of two or more interviewers is formed to interview the candidate. The interviewers are generally drawn from different fields. Computerized interviews- Here the applicant is asked computerized oral questions and his or her oral or computerized replies are recorded. Computerized interviews are often used as preliminary interviews.

27. General Types of Interview Job Interviews Information Interviews Appraisal Interviews Exit Interviews Evaluation Interviews Counseling Interviews Conflict resolution Interviews Termination Interview Media Interviews

28. Strategy for an effective interview process Familiarizing oneself with the information available. Getting ready with an interview plan. Creating a supportive environment. Conducting the interview. Ending the interview. Reviewing the performance.

29. Weaknesses of the interview method Lack of objectivity. Halo effect. Inadequacy of time. Lack of uniformity. The absence of training for the interviewers.

30. THANK YOU