MODULE 3

SESSION 3
SELECTION -
DEFINITION, TYPES &
ITS PROCESS
COURSE ‘22BBL12C1’
CLASS ‘BBA – LLB’ BY – DR MUDIT S
 SELECTION
“It is basically a matching process, that is finding “FIT”
between person and job.
Selection is defined as the process of choosing the best-fit
candidate from a pool of qualified applicants, based on the
candidate’s knowledge, skills, abilities, and other relevant
characteristics.

BY
Gatewood, Feild, and Barrick (2015)
 SELECTION - THE NEGATIVE
PROCESS!
The selection process of the organisation depends on the various jobs and their nature
and requirements. The following are the steps in a selection process:

1. Preliminary Interview
The main objective of such an interview is to screen out undesirable unqualified
candidates at the very outset.
Once a requirement is posted, a company may receive hundreds of thousands of
applications. In a granular pre-process, the preliminary interview is conducted to weed
out all candidates who do not meet the essential eligibility criteria – educational
qualifications, required skill sets, proven certifications, and experience.

2. Receiving Application / Application Form

Once candidates pass the preliminary interview, organizations must aim to standardize
the application process. Many companies formulate their own style of application form
depending upon the requirement of information based on the size of the company, nature
of the business activity, type & level of the job. They also formulate different application
forms for different jobs at the level. It includes the following items:

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 Biographical Data: It includes name, present and permanent
address, gender, date of birth, marital status, nationality, height,
weight and number of dependents.

 Educational Attainments: Education training acquired in special

fields & knowledge gained from professional / technical institute or
evening classes or through correspondence courses.

 Work Experience: Previous experience, number of the job held,

nature of duties & responsibilities, duration of various assignments,
the reason for leaving the previous employer.

 Salary: Demanded & other benefits expected.

 Personal Items: Association membership, personal likes & dislikes,

hobbies.

 References: Name & address of previous employer & references.

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3. Employment Test
They are used to get information about the candidate, which is not available from
application blank or interview. They help in matching the characteristics of individuals with a
vacant job so as to employ the right type of personnel. Following the type of test are used:
3.a. Intelligence Tests
It is a mental ability test. They measure learning ability, ability to understand instructions and make
judgments. They measure several abilities such as memory, vocabulary, verbal fluency, numerical
ability, perception.

3.b. Achievement Tests

Achievement tests are designed to measure what the applicant can do on the job currently. They
involve:
 Motor-involving physical manipulation of things
 Verbal

3.c. Aptitude Test

Measures an individual’s potential to learn certain skills-clerical, mechanical, mathematical. These
tests indicate whether an individual has the ability to learn a given job quickly and efficiently .

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3.d. Personality Test
Personality tests measure an individual’s personality factors and the relationship between
personality factors and actual job criteria. The personality aspects which are evaluated are as
follows – motivation, emotional balance, self-confidence, interpersonal behavior.

3.e. Assessment Centre

Assessment center is an extended work sample. It uses groups and individual exercises. A batch of
applicants is assessed by a team of 6 to 8 trained assessors.
Techniques are:
 In baskets
 Group Discussions
 Business games
 Individual Presentation
 Structured Interview

3.f. Graphology Tests

Analysis of lines, loops, hooks, strokes, curves in a person’s handwriting to assess the person’s
personality and emotional makeup.

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3.g. Polygraph Tests
Also known as lie diction test, records physical changes in the body such respiration, blood pressure
and perspiration on a moving roll of paper while answering a series of questions. Suitable for
government agencies for filling security, police, fire and health positions.

3.h. Issues
Is it possible to prove that the responses recorded by the polygraph occur only because a lie has
been told? What about those situations in which a person lies without guilt (pathological liar) or lies
believing the response to be true.

3.i. Integrity Tests

To measure an employee’s honesty to predict those who are more likely to steal from an employer.

4. Standards for Selection Tests

4.a. Reliability: Test scores should not vary widely under repeated conditions:
Test-retest reliability: techniques giving same results when repeated on the same
person.
Inner-rater reliability: giving same results, when used by two or more different rates.

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Intra rater reliability: technique which gives the same results, when repeatedly used by the same
rater to rate the same behavior or attitudes at different times.

4.b. Validity It is the extent to which an instrument measures what it intends to measure. Example
typing speed.

4.c. Content validity

It is the degree to which the content of the test represent the actual work situation. Example, Typing test
has high content validity for typist.

4.d. Construct validity

It is the degree to which specific trait is related to successful job performance. Example, Honesty would
be important for bank cashier.

4.e. Qualified people

4.f. Preparation

4.g. Suitability

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5. Employment Interview
It is the oral examination of candidates for employment. In this step, the interviewer matches the
information obtained about the candidate through various means to the job requirements and to the
information obtained through his own observations during the interview. The coverage of the interview
may include:
 Experience and education
 Previous employment
 Gaps in employment history
 Information on health, financial & domestic matters
 Marital status
 Likes & dislikes
 Expected level of achievement
 Extracurricular activities.

6. Reference Check
When the candidates fill out the application forms, the candidates are requested to fill in the names of at
least two references who can be contacted by the organisation to cross-check the information provided
by the candidate. They may be friends, relatives, previous employees, faculty of the institute where the
candidate has studied or any other prominent persons who are familiar with the candidate.
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7. Medical Examination / Physical Examination
Although not strictly followed, modern companies are viewing medical fitness (both mental and physical)
as a cost function. A healthy employee would require fewer sick leaves and handle stress relatively
quickly, allowing greater productivity in dynamic, fast-paced environments.

8. Job Offer
The last phase of the selection process is to offering the job; candidates who have successfully qualified
through above all rounds of the interview in HRM receive an offer/appointment letter from the
organization. The appointment letter typically includes all such details, including salary and company
policies.

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 TYPES OF ‘SELECTION PROCESS’
Selection types differ according to different types of organizations. The types of the
selection process are –

‘11S’ METHODS
1. Job Application: Websites vs. Job Board Sites
A job application is a candidate’s first chance to show their skills and capabilities. Almost
every company requires some sort of job application, in addition to a CV, for internal and
external hires. This allows him to better assess their qualifications and determine if they
would be a good fit for the company.

2. Hiring Internal Vs. External Employees

When selecting employees for a position within the company, interviewer may battle
between hiring internally or searching outside of the organization for someone to fill the
role. Internal employee selection method allows him to quickly access the eligibility for the
position and can easily contact references of people who’ve worked with them.

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HR may also find that the role needs input from someone who isn’t in the organization
(think a breath of fresh air), or no one in the organization has the expertise he need for the
role. Then, he has needed to expand his search to outside of the organization.

3. Boomerang Employees Method

Boomerang employees are former employees who have left your company and later
returned. As they already understand the company culture and how things operate, this can
make the transition process smoother for both the employee and the company.

4. Take-Home Assignments
In this method, candidates are given a task to complete at home, and then they submit
their results to the company. This can help to determine if they are capable of performing
the tasks required for the position. It can also be used to assess how well the candidates
work under pressure of a deadline.

5. Situational Test
This method measures the candidates’ ability to handle different situations.

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The test presents the candidate with a scenario and asks them how they would respond.
This type of test can help HR to determine if the candidate has the necessary skills and
character traits for the position.

6. Reference Checks
Employee reference checks are an essential part of the employee selection process. They
allow HR to get feedback from previous employers about the candidate’s skills,
qualifications, and job performance. This method can also help to determine if the
candidate is a good fit for the company culture.

7. Group Interviews
Candidates are typically interviewed together in one room during a group interview. This
allows the interviewer to get a better understanding of their skills and qualifications by
observing them interact with other candidates.
Group interviews can be time-consuming; the interviewer has to spend time talking to each
candidate and assessing their qualifications.

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8. Hard Skills Assessments
Skill assessments are good ways to get quantifiable results of a candidate’s hard skills.
Examples of hard skill assessments are:
o Grammar quizzes
o Typing tests (seeing how many words-per-minute a candidate can type and how
accurately)
o Coding assessments
o Proof-reading tests
o UX design tests

9. Virtual Interviews
A virtual interview is a great way to assess candidates’ skills and qualifications without
having to meet them in person. Almost every hiring process requires one (or multiple) face-
to-face interviews. It can be structured in multiple ways, including:

9.a. One-way video interview: a candidate receives a list of questions and records their response via
video.

9.b. Live video interview: a candidate and recruiter meet live via an online platform like Skype or Team
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or
SESSION 3 Google Meet.
9.c. In-person interview: a candidate and recruiter meet in the same physical space for an interview.

9.d. Live chat or chat-bot: a candidate and recruiter use a text-based chat tool to conduct a virtual
interview or chat with a scripted chat-bot.

10. Internships
Internships allow you to assess a candidate’s skills and abilities in the work setting. It gives you
a better understanding of how they will perform on the job by giving them a chance to perform
some of the duties they might perform with a full-time role.

11. Personality Assessments Test

In this method, you assess the candidates’ personalities and see if they would be a good fit for
the position. There are several personality assessments:
11.a. Myers-Briggs Type Indicator (MBTI): It is a questionnaire that measures how someone prefers to
interact with the world. It measures four different dimensions: extraversion vs. introversion, sensing vs.
intuition, thinking vs. feeling, and judging vs. perceiving.

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11.b. DISC Assessment: This assessment measures four different dimensions: dominance, influence,
steadiness, and compliance. This questionnaire can be helpful in employee selection because it helps you
understand how a candidate behaves in social situations.

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THANKING YOU!
If you have any query, feel free to ask me.