Unit- 2 HRM

Selection

Dr. Amit Kumar Srivastava

(Associate Professor)
 Concept of Selection
• The selection process can be defined as shortlisting
the right candidates with the required
qualifications to fill the vacancies in an
organization.
• The process varies from company to company
hence need to be understood what type of process
suits accordingly.
• The Selection Process is quite a lengthy and
complex process as it involves a series of steps
before making a final decision.
 Selection
• Selection refers to selecting the right candidate with
the required qualifications and capabilities to fill the
vacancy in the organization.
• It involves a series of steps before the final selection.
• The procedure of selecting the employees may vary
from industry to industry according to their own
needs.
• Every organization designs their selection process
while keeping in mind the urgency of hiring the
people and the requisites for the vacancy of the job.
 Recruitment & Selection
• Recruitment is the process where applicants are searched
for and are encouraged to apply for a vacancy.
• While the selection is the process of hiring the employees
from the shortlisted candidates and providing them with a
job in the organization.
• The success of any organization depends on its employees
because when an employee is well suited for their job the
entire company can enjoy the benefits of their success.
• Recruitment and selection help organizations to choose
the right candidates for the right positions in the business.
 Steps in Selection Process
(Seven Steps)

• Application – After the job opening has been

announced, the candidates apply for the
respective jobs which suit them.
• Screening and Pre-selection – The goal of this
second phase is to reduce the number of
candidates from a large group to a manageable
group of between 3-10 people that can be
interviewed in person. The selection is based on
their selection technique and according to the
company’s needs.
 Steps Contd..
• Interview – The interview gives insight into a
person’s verbal accuracy and how sociable
they are. This also provides the opportunity to
ask the candidate job-related queries.
• Assessment-The full assessment usually is
more accurate as this helps the organization to
check the candidate well. Assessments include
work sample tests, integrity tests, and related
job knowledge tests.
 Steps Contd..
• Reference And Background Check- An essential step
is the reference check, which is to confirm about the
candidate. The candidates are asked to give
references and he follows up on these.
• Decision- The next step is to decide to choose the
correct candidate who promises the greatest future
potentiality for the organization.
• Job Offer and Contract – After the decision-making
process, the candidate needs to accept the offer
which is known as the contract.
 Types of Selection Tests
1. Personality Test
• A personality test measures an applicant's characteristics
to determine what type of personality they have.
• This test includes questions about the applicant's habits,
preferences, interests and working style. Hiring managers
often use these tests to determine whether a candidate is
a good match for the role and the company.
• If the company culture involves a lot of teamwork and
communication, a personality test can help hiring
managers discover which candidates will thrive in this
environment.
 Tests Contd..
2. Job knowledge test
• Job knowledge tests are used to measure a
candidate's ability to succeed in a specific job. This
test evaluates the candidate's knowledge of
terminology, techniques and skills relating to the job
they are applying for.
• Hiring managers use this test to ensure that they hire
a candidate who is familiar with the role and able to
complete the tasks it involves. These tests are
typically used when hiring for jobs that require
specific skills.
 Tests Contd..
3. Integrity Test
• Integrity tests are similar to personality tests, but they
focus on evaluating a candidate's honesty and moral
standing rather than multiple aspects of their
personality.
• This test helps hiring managers ensure that they are
hiring people who will comply with their company's
ethical standards.
• Integrity tests can be useful for any job and any industry
because ethics are important within any company.
 Tests Contd..
4. Cognitive Ability Test –
• Cognitive ability tests are used to measure
intelligence and may also be called IQ tests.
• They can focus on general intelligence or specific
areas of intelligence that relate to a job, like
mathematical skills or deductive reasoning skills.
• A hiring manager typically uses these tests for
jobs that involve a high level of ability in one or
more areas of cognitive ability.
 Tests Contd..
5. Emotional intelligence test –
• Emotional intelligence tests measure a candidate's
ability to build relationships and work with others.
• This test may comprise some similar questions as a
personality test, but it specifically focuses on the
applicant's emotional intelligence.
• Understanding how someone interacts with others
is important when hiring for leadership positions
and positions that involve constant collaboration,
like public relations or marketing jobs.
 Tests Contd..
6. Skills Test –
• A skills test evaluates a candidate's ability to perform
specific tasks related to a job.
• Unlike a personality test, a skills test requires
candidates to perform these skills to prove their ability
rather than answer questions related to the skills.
• A hiring manager may administer typing tests for
clerical and data entry job candidates to ensure that
they can type quickly and accurately. Another example
of a skills test is a writing assignment given to an
applicant of a job involving writing.
 Tests Contd..
7. Physical Abilities Test –
• Physical abilities tests measure a candidate's
strength and endurance.
• These tests are necessary for jobs that involve a
certain level of physical fitness and ability.
• Common jobs that utilize physical abilities tests
include police and military positions.
• Hiring managers administer these tests to ensure
that candidates can handle the level of physical
activity required for the job without risk for injury.
 Reliability and Validity of Selection Tests

• The Reliability of Tests depends on the consistency of

how tests are administered. In order for a selection test
to be reliable, it should be the same each time and judge
all candidates objectively.
• Physical and skills tests, for example, tend to be the most
reliable types of tests because they evaluate candidates
based on their proven abilities.
• If a candidate completes an obstacle course or a typing
test within the allotted time limit, they are strong
candidates. There is little room for subjectivity with these
tests.
 Contd..
• Validity is another important consideration
when implementing a selection test.
• There are three types of validity that the –
Equal Employment Opportunity Committee
(EEOC)
describes when discussing selection testing:
 Content Validity
• This type of validity relates to how relevant
the content of the test is to the job.
• The test should directly relate to the
knowledge, skills and personality required for
the job.
 Construct Validity
• This type of validity describes how well a test
measures traits that can make someone more
successful in a role, including dependability,
emotional intelligence and integrity.
 Criterion-Related Validity
• This type of validity describes a selection test's
ability to predict how a candidate will perform
in a specific role.
• This can be determined by measuring how
applicants test scores relate to their job
performance once hired, or it can be
determined by having current employees take
the test and comparing their results to their
job performance.
THANK YOU