Selection

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Selection
Dr. Anil Mehta
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Selection is the process by which candidates for
employment are divided into two classes those
who are to be offered employment and those who
are not Dale Yoder
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• Process of Selection
• Preliminary Interview
• Filling in application form
• Screening application forms
• Selection test
• Main interview
• Reference checks
• Medical examination
• Appointment
• Induction

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Psychological Testing

• Purposes of test
• Guiding and counseling students
• Vocational guidance to adults
• Research into human behavior
• Selection of candidates, placement, counseling

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Types of Test

• General mental ability test
• Personality test
• Aptitude test

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Guidance for Employment Test

• Tests are to be used as supplement rather than
  as substitute
• Tests are better at predicating failures than
  success
• Tests are screening devises
• Test scores are not precise measure because they
  are sample of behavior
• Every test must be revalidated in the
  organisation in which it is used
• The conditions are important
• Privacy
• Test administration

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Interview
Interview is an attempt to secure maximum amount
of information from the candidate concerning his
suitability for the job under consideration
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Objectives

• To judge
• To give facts
• To establish rapport
• To promote goodwill
• Tool for disciplinary action/grievance handling
• To provide counseling
• To get a real feel
• To find out reasons for leaving

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Types of interview

• Informal
• Formal
• Planned
• Patterned
• Non-directive
• Depth
• Stress
• Group
• Panel

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Interview Technique

• 1 Preparation of interview
• determination of objectives
• Determination of method
• Acquiring oneself about the applicants
• Determining number of interviewees
• 2 the physical setting
• 3 conduct the interview
• Establishing rapport
• Getting complete and detailed information
• Recording of impression
• 4 closing the interview