The document discusses various aspects of employee selection and assessment. It begins by defining key terms like human resources, job analysis, and job requirements. It then outlines common employee selection processes like application blanks, interviews, reference checks and appointment letters. The document also discusses different types of assessments used in selection like psychometric tests, assessment centers, and competency-based assessments. It notes the benefits of assessments for evaluating candidates' suitability for jobs and improving hiring decisions. Overall, the summary provides a high-level overview of the key topics and processes covered in the document relating to employee selection and assessment.

1. SUNDAS SABA GILL
MARYAM YAQUB
SUMERA MALIK
AYESHA MEHBOOB
FIZZA RAJA

2. By :
MARYAM YAQUB
SUNDAS GILL 

3. 
 Meaning of selection and placement.
 Outlines selection processes
 Conception of objectives
 specific human resources
Abstract:

4. 
 Selection must be done in a professional manner
Qualities,
which a successful manager will look for and instruct all
employees.

5. 
 Finding the right employees to help you with your
business can be stressful.
 The right decision in hiring can lead to an efficient
production and profit for everyone.
 The wrong choice can result in misunderstanding, a
compromised business and messy separations.
Employee selection and
placement

6. 
Human Resource:
 The organization or individuals who make up the
workforce of an organization or the PEOPLE.
 People constitute an organization’s most important and
vital factor in its success or failure.
 The people who supply the organization with their work,
talent, creativity and drive.
The Importance of Human
Resources

7. 
 Mainly they will concentrate on your academic project
and your technical skills mainly which you are
mentioned in your resume .
 They will concentrate on the communication skills
and your behavior as well as attitude.
HR interview

8. 
 The methodological placement of individuals into jobs.
 To collect the information about an individual in order to
determine if that individual should be employed.
 The methodology used should not violate any laws
regarding personnel selection.
Selection and placement :
Overview

9. 
 Should applicants be hired for the needs of the organization or
to their highest potential?
 At what pay rate should the applicant be started at?
 Should job advancement be considered as the main concern for
hiring?
 Should unqualified applicants be considered if they are
qualifiable?
Objectives of personnel
selection :

10. 
 Do you consider applicants that are overqualified?
 Managers also must consider what approach to use
in selection new employees.

11. 
 It is conducted prior to the development of the selection
procedures.
 However, a selection procedure may be "validated“
after it has been implemented by conducting a job
analysis.
Job Analysis:

12. 
 The process of personnel selection involves
collecting information about individuals for
the purpose of determining suitability for
employment in a particular job.

13. 
 Before filling a job, it is wise to analyze the job to determine what's
required for optimal performance.
 Different factors should be analyzed, such as:
 Job performance .
 Specific job requirements (education, experience, skills)
 Company requirements (cultural fit, values)
 Co-workers (manager, peers)
 Behaviors
JOB REQUIREMENTS

14. 
 An employer is mostly interested in what an applicant
can do and will do.
 The can do factors consist of knowledge and skills, also
the aptitude to acquire new knowledge and skills.
 The will do factors consist of motivation, interests, and
other personality characteristics.
Job Requirements

15. 
 Nature of a job specification is a statement of
knowledge, skills, and abilities needed to perform
the job.
 These are are minimum acceptable qualifications
to perform a particular job. It is the same job criteria.
Job specifications

16. 
1. job specifications for human resources positions (director,
manager, specialist , coordinator etc)
2. Administrative job specification (admin manager,
secretary, admin assistant).
3. job specifications for sales positions (are sales director, national
Sales manager).
4. Marketing (marketing director , manager ,officer ) etc.
5. Accountant job specification
6. Financial job specification
7. IT job specification (software, data bases etc).
Example of job specifications
as follows

17. 
 Preliminary Interviews-
 It is used to eliminate those candidates who do not meet the
minimum eligibility criteria laid down by the organization.
 The skills, academic and family background, competencies
and interests of the candidate are examined.
 The candidates are given a brief up about the company and
the job profile.
 Preliminary interviews are also called screening interviews.
Employee selection Process

18. 
 Application blanks- The candidates who clear the preliminary interview
are required to fill application blank.
 It contains data record of the candidates such as details about age,
qualifications, reason for leaving previous job, experience, etc.
 Written Tests- Various written tests conducted during selection procedure
are aptitude test, intelligence test, reasoning test, personality test, etc.
 These tests are used to objectively assess the potential candidate.
 They should not be biased.
Employee selection Process

19. 
 Employment Interviews- It is a one to one interaction between
the interviewer and the potential candidate.
 It is used to find whether the candidate is best suited for the required
job or not.
 But such interviews consume time and money both.
 Moreover the competencies of the candidate cannot be judged. Such
interviews may be biased at times.
 There should be an honest communication between candidate and
interviewer.
Employee selection Process

20. 
Appointment Letter-
A reference check is made about the candidate
selected and then finally he is appointed by giving a
formal appointment letter.
Employee selection Process

21. 
“An employee that has the ability but lack motivation is
better than an employee that lacks the ability to
perform”
Common concept

22. BY: SUMERA MALIK 

23. 
 HR consulting specialists recognize the increasing
importance of assessments and aspire to simplify
this process for recruiters and hiring managers in
the workplace
WHO RECOGNIZE THE
ASSESSMENT NEED?

24. 
 Assessment interventions are:
o tests,
o exercises or
o questionnaires.
 Measure:
It measure cognitive, behavioral and personality
constructs of an individual together with
abilities, values, interests and preferences
WHAT IS AN ASSESSMENT?

25. 

26. 
Informative decisions can be made:
 regarding a person's compatibility to a position.
 career direction
 the need for development
 and how well the person will fit within a company
and its culture.
Once assessment has been
done….

27. 
 One of the first requirements for a successful
assessment model is :
innovative approach and sound methodology.
 In the fast paced world of work tests need to be
applicable, pragmatic and objective(un biased) .
 Instruments should be credible and administered by
experienced professionals.
 The focus should be on valid applications, reliable
results
Requirements for Assessment

28. 
 Assessment workshops should be managed by
qualified practitioners who can facilitate
individuals or groups.

29. 
 Assessment interventions operate on a different
plane and aim to contribute long-term value to your
business, your people, and your occupational setting.
 Assessment is seen as a fundamental feature in the
hiring process for many progressive organizations.
 More than 70% of employers use some form of
assessment in their hiring practices. From football
teams to international banks are using assessments
to hire candidates, conduct performance
appraisals, identify training needs and develop
existing personnel
Importance of Assessment

30. 
 Recruiters who make use of assessments in their
selection procedures add considerable value to their
hiring processes.
 with the initial screening and assessment results
provide the objective information needed to
complete the picture on a candidate's suitability for
the correct job-person fit.
Point to remember 

31. 
 Employers know that assessment is one of the
smartest investments they can make in their
business as effective recruiting and selection
methods supply them the extra edge to:
1. Evaluate a candidate's talent and skill
2. Ascertain a candidate's behavioral style
3. Measure intellectual capacity
4. Determine or confirm a candidate's competence
for a particular job
Why do Employers insist on using Selection
Assessments?

32. 
5 Predict how well a candidate is likely to perform
6 Objectively compare candidates' performance
7. Develop detailed job analysis to highlight relevant
skills
8. Save time and money. For re hiring and training to
new employee.

33. BY:
AYESHA MEHBOOB 

34. 
 Assessing human capital is both an art and a science
and there are several ways to discover an individual's
inherent worth.
 One end of the continuum consists of practical
evaluations that take place in assessment centers. The
other end of the continuum includes batteries of
psychometric tests that build a picture of a person's
personality, ability and interests. Competency-based
profiling is a feasible person/job-related assessment
method that lies somewhere in the middle of this
spectrum and is gaining increased momentum in
relevance and application value.
ASSESSMENT

35. PRACTICLE
EVALUTION IN
ASSESSMENT
CENTER
COMPETENCY
BASED
ASSESSMENTS
PSYCHOMATRIC
BATTRIES

36. 
 Psychometric testing provides employers with an
insight into an applicant's psychology that could
otherwise take years to uncover.
 Psychometric tests aim to help the employer build
an overall profile of a candidate and depict how
this person will fit within the workplace
1. Psychometric Assessment

37. 
 Psychometric literally means 'measurement of the
mind' and psychometric tests are intended to do just
that.
 Such tests were originally developed at the
beginning of the last century
 the first intelligence test was introduced by Binet &
Simon in 1905. Yet it was not until the 1970's that
they were adapted for recruitment purposes and
since then, many new forms of recruitment tests
have been introduced.
What is Psychometric Assessment?

38. 
 the scientific measurement of psychological
attributes such as:
 ability,
 interest,
 personality and intelligence.
In particular it is a process aimed at gathering objective
evidence to be able to make an informed decision
regarding an individual, group or organization.
Psychometric assessment refers
to……

39. 
 Ability
 People's aptitude or ability to work with various
concepts, such as words, information, systems.
 General mental abilities - verbal, numerical and
abstract reasoning.
 More specific job-related abilities -
clerical, mechanical and spatial reasoning
What do Psychometric Assessments
measure?

40.  • Interest
People's specific style and approach to life.
 Their level of motivation,
 The direction and strength of their interests
together with their values, attitudes and
opinions.
 • Personality
People's typical way of
behaving, thinking, feeling or perceiving in
particular situations.
 The type of role they take up in teams, and
 the way they interact with their environment
and with other people.

41. 
 Benchmarking tool to evaluate people's suitability
for a job.
 Psychometric assessment is a dependable way of
probing a candidate's true worth and used
correctly, it benefits both employer and candidate.
 Honest responses to questions on the part of the
candidate, together with intelligent interpretation of
tests results by the employer, can deliver a close job-
person match.
Benefits : why employers
use this test

42. 
 get to the candidates who have the right combination
of personality and skills for the job.
 When well administered and interpreted, they
provide useful information about how successful a
candidate might typically perform in a job

43. 
 Some employers, usually large organizations, prefer
to submit potential candidates to assessment centers
for further screening and assessment.
 Assessment centers are collections of:
 tests and exercises designed to simulate an
employer's business environment
 generating objective, and
 observable information about the candidate.
2. Assessment Centers

44. 
 work-typical exercises
 group discussions
 role-plays
 in some instances psychometric testing.
 Assessment centers testing last from half a day to
three days and is usually held at the offices of the
employer or recruitment company.
Common activities …

45. 
 To uncover the candidates who have the most
suitable:
 personal attributes,
 problem solving skills and
 general aptitude to equip them to excel within the
organization's structure and culture.
Objective

46. 
 covers a broad range of concepts .
 It is the objective profiling and evaluation of an
individual's:
talent, skills, knowledge, abilities, interests, attitudes,
values and behaviors .
 Competence-based assessment is not seen as a pass
or fail measurement.
 It is an instrument used to determine a person's
strengths and challenges.
3. Competency-based
Assessment

47. 
 It is one of the most effective measures by which
selection, management, and development of
employees can be administered.
 Recruiters and hiring managers find this a powerful
tool for assessing and selecting the right candidates
for the right jobs.

48. 
 Personal Effectiveness Competencies:
Competencies needed for a successful career or role
in the workplace
 Academic Competencies: cognitive functions and
thinking styles
 Workplace Competencies: represented by those
skills and abilities
 Management Competencies:specific to supervisory
and managerial occupations.
Categories of Competencies

49. 
 They enable assessors to make sound judgments
such as:
 Recruitment, Selection and Placement
 Performance Appraisal
 Training
 Development
 Behavior Modification
 Change Management
Application Value of Assessments

50. BY
FIZZA RAJA 

51. 
 Five kinds of tests in particular are useful in
assessing candidates' potential.
TESTS

52. 
 Aptitude tests measure an individual's ability to
learn, or suitability for, a new skill. They measure a
candidate's ability to apply skills in a number of
areas from typing and listening, to reasoning and
mathematics.
 Aptitude tests may be the most common type of
assessment test given to potential employees.
Aptitude tests

53. 
 Cognitive ability tests measure a candidate's existing
skill in analyzing, solving problems, and drawing
conclusions.
Cognitive ability tests -

54. 
 person, who is applying for a computer
programming job, might be asked to write a
program that will enable a computer to perform a
particular function.
example

55. 
 Personality tests attempt to measure how well a
candidate might mesh with a particular position or
organization by assessing the individual's behavior
patterns and social skills.
Personality tests

56. 
 Integrity tests, also know as honesty tests, evaluate a
candidate's honesty by assessing their attitudes
toward generally negative work behaviors, such as
laziness, theft, and drug abuse.
Integrity tests

57. 
 Physical assessment tests determine how well a
candidate will be able to handle the physical
demands of a job.
Physical assessment
tests

58. 
 Increased efficiency
 Time Savings
 Cost Savings
 Validation of Information
 Increased Objectivity
 Improved Credibility
Benefits of Assessment

59. 
 Detailed Job Profiles
 Comprehensive Analysis
 Attracts Motivated Staff
 Increased Self-Awareness
 Enhanced Team Building
 Improved Management and Development.

60. 
QUESTIONS?????

61. 
THANK YOU ….