1. SELECTION PROCESS

2. SELECTION
Definition
“Selection process is the process of hiring which consist of go no go gauges’’ because of which it is also known as ‘ Successive Hurdle Technique ’.Candidates who qualify the hurdle can go to the next stage and those who do not are dropped out. – Dale Yoder

3. PROCESS OF PICKING INDIVIDUALS (OUT OF POOL OF JOB APPLICANTS) WITH REQUISITE QUALIFICATION AND COMPETENCE TO FILL JOB IN THE ORGANISATION
“IT IS THE PROCESS OF DIFFERENTIATING BETWEEN APPLICANTS IN ORDER TO IDENTIFY (AND HIRE) THOSE WITH A GREATER LIKELIHOOD OF SUCCESS IN A JOB”

4. Selection has the same aims as recruitment, to get the:
right person
in the right place
at the right time
Selection focuses on:
Making sure we get exactly what we are looking for
The need to measure aspects on the person specification
Identifying the most suitable applicants
Ensuring the individual matches the minimum specification to do the job adequately

5. Steps in Selection Process
Job Analysis.
Recruitment.
Application Form.
Written Examination.
Preliminary Interview
Group Discussion.
Test
- Intelligence test.
- Aptitude test.
- Interest test and Personality test.
- Situational test.
- Judgement test.

6. 8) Final Interview
9) Medical Examination
10) Reference Checks
11) Final decision by the Line Manager.
12) Employment.

8. Selection: Costs
Organizations have become increasingly aware of making good selection decisions, since it involves a number of costs:
The cost of the selection process itself, including the use of various selection instruments
The future costs of inducting and training new staff
The cost of labour turnover if the selected staff are not retained

9. TESTS
Aptitude Test
These test measure whether an individual has the capacity to learn a given job.
Intelligent test
Mechanical test
Psycho-motor test / Skill test
Clerical aptitude test

10. Achievement Test
These test are conducted when applicants claim to know something ,as these test are concerned with what one has accomplished.
Job Knowledge Test
Work Sample Test

11. This test evaluates a candidate in a similar real life situation.
Situational Test
This test evaluates a candidate in a similar real life situation.
(to solve critical situations of the job)
Group Discussions
In Basket
Interest Test
These tests are the inventories of the likes and dislikes of a candidate in relation to work, job, occupational hobbies and recreational activities.

12. Personality Test
These tests probe deeply to discover clues to an individual’s value system, his emotional reactions , maturity and characteristic moods.
Objective test
Projective test

13. WHY TEST ? PROVIDES OBJECTIVITY (NO BIAS)
ENSURES FAIRNESS (SAME QUESTIONS
SAVING IN COST AND TIME
PROVIDES UNIFORM BASIS FOR COMPARISON
GIVES ADDITIONAL INFORMATION
INCREASES PROBABILITY OF SUCCESSFUL SELECTION
REDUCES TRAINING WASTES

14. Reliability / Validity
– Extent to which results can be replicated
– Use of same method achieves same results
– Would the same decision be made next week?
Validity:
– Results are accurate e.g. predict performance.
– The method measures what we think they measure
– Is it true?

15. INTERVIEWS
A Selection interview is designed to assess job-related knowledge, skill, and abilities (KSAs) and clarify information from other sources.

16. Key Skills for Interviewing
Questioning Skills
Rapport building
Listening Skills
Continuity – linking the interview together
Keeping control – too little or much talking by the interviewee
Note taking

17. Practical Skills – NVCs
Albert Mehrabian (1971) established this classic statistic for the effectiveness of spoken communications:
7% of meaning is in the words that are spoken
38%of meaning is the way that the words are said
55% of meaning is in facial expression
(Body Language)

18. Preliminary Interview
Informal interview
Unstructured interview
Core Interview
Background information interview
Job and probing interview
Stress interview
Group discussion interview
Formal and structured interview
Panel interview
Depth interview

19. INTERVIEW AIDS Keep control over the interview
Record key information as it is supplied
Personalize the tested questions
Always get exact dates of qualification/employment
Check inconsistencies carefully
Take enough time to conduct a thorough interview
Talk less, listen more
Avoid leading questions or giving preferred interview
answers

22. Time to Think – Active Listening Nancy Kline (1999)
Ask the question ?
Provide a supportive environment for thinking do this by
Limiting yourself to sounds of support - don’t interrupt the thinking process
Be aware of the impact you are having – don’t frown
Tolerate ‘thinking silences’
If the person dries up, ask “Do you have any other ideas/thoughts/observations on this issue?”

23. GROUP DISCUSSION
IT IS A METHOD WHERE GROUPS OF JOB APPLICANTS ARE BROUGHT TOGETHER AND THEY ARE GIVEN A SUBJECT FOR DISCUSSION.
IT IS FOR THE GROUP TO ANALYSE, DISCUSS, FIND SOLUTIONS AND ARTICULATE THEIR VIEWS AND THEY ARE OBSERVED BY A PANEL