This document discusses the meaning and methods of selection in the hiring process. It defines selection as weeding out unsuitable applicants to find the most qualified candidate for a position. The selection process involves preliminary interviews, tests to assess aptitude, personality and intelligence, employment interviews, reference and background checks, medical examinations, and making a final job offer. The goal of selection is to choose candidates with the required qualifications and skills who are the best fit for the organization. A thorough selection process leads to higher employee performance and satisfaction, which benefits the company.

1. UNIT – IV
Chapter - 4
Meaning and Methods of Selection

2. SELECTION

3. SELECTION
Selecting
the right candidate
Rejecting
the wrong candidate
Selecting
the wrong candidate
Rejecting
the correct candidate
POSITIVE OUTCOME
NEGATIVE OUTCOME
SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

4. Meaning of Selection
 The Selection is the process of choosing the most
suitable candidate for the vacant position in the
organization. In other words, selection means
weeding out unsuitable applicants and selecting those
individuals with prerequisite qualifications and
capabilities to fill the jobs in the organization.
 Most often, the selection and recruitment are used
interchangeably but however both have different
scope. The former is a negative process that rejects as
many unqualified applicants as possible so as to hire
the right candidate while the latter is a positive
process that attracts more and more candidates and
stimulates them to apply for the jobs.

5. SELECTION PROCESS
 Preliminary Interview
 • SelectionTests
 • Employment Interview
 • Reference and Background Analysis
 • Physical Examination
 • Job Offer
 • Employment Contract

6. PRELIMINARY INTERVIEW
 This is a very general and basic interview
conducted so as to eliminate the candidates
who are completely unfit to work in the
organisation.This leaves the organisation
with a pool of potentially fit employees to fill
their vacancies.

7. What to check in application
1. Age and gender
2. Marital Status
3. Height and weight
4. Education details
5. Languages
6. Details of previous job
7. Average earnings
8. Reason for quitting previous job
9. Hobbies
10. Salary expectations

8. Types of Selection tests
 AptitudeTest
 PersonalityTest
 InterestTest
 IntelligenceTest

9. Selection Methods
 Assess cognitive ability
 Evaluate learning agility
 Test situational judgment
 Measure employee integrity
 Test job knowledge
 Give a test work assignment
 Organize an assessment center

10.  EMPLOYMENT INTERVIEW
 Employment interviews are done to identify a
candidate’s skill set and ability to work in an
organisation in detail. Purpose of an
employment interview is to find out the
suitability of the candidate and to give him an
idea about the work profile and what is
expected of the potential employee.

11. Types of interview
 TheTelephone Interview
 Video Interview.
 Group Interviews.
 Presentation
 Case study
 Psychometric tests
 Individual interview
 The Panel Interview.

12. Importance of the Selection
Process
 Proper selection and placement of employees lead
to growth and development of the company. The
company can similarly, only be as good as the
capabilities of its employees.
 The hiring of talented and skilled employees
results in the swift achievement of company
goals.

13. REFERENCE ANALYSIS
 The person who gives the reference of a
potential employee is also a very important
source of information.The referee can
provide info about the person’s capabilities,
experience in the previous companies
and leadership and managerial skills.The
information provided by the referee is meant
to kept confidential with the HR department.

14. MEDICAL EXAM
 Medical exams help the employers know if
any of the potential candidates are physically
and mentally fit to perform their duties in
their jobs. A good system of medical
checkups ensures that the employee
standards of health are higher and there are
fewer cases of absenteeism, accidents and
employee turnover.

15. FINAL SELECTION
After the candidate has successfully passed all
written tests, interviews and medical
examination, the employee is sent or emailed an
appointment letter, confirming his selection to
the job.The appointment letter contains all the
details of the job like working hours, salary, leave
allowance etc. Often, employees are hired on a
conditional basis where they are hired
permanently after the employees are satisfied
with their performance.

16.  Industrial accidents will drastically reduce in
numbers when the right technical staff is
employed for the right jobs.
 When people get jobs they are good at, it creates a
sense of satisfaction with them and thus their
work efficiency and quality improves.
 People who are satisfied with their jobs often tend
to have high morale and motivation to perform
better.

17. Thank you
Questions ???????