• SELECTION is a systematic process of choosing
the best fit employee amongst a number of
qualified candidates who seems to most
successfully meet job and organizational
• Selection is the process of screening of job
applicants to ensure that the most
appropriate candidates are hired.
• Selection is the process of making a hire or no-
hire decision regarding each applicant for a
• Selection is a series of steps from intial
applicant screening to final hiring of the new
4. OBJECTIVES OF SELECTION
• To weed out ineligible employees from the list of
• To sort out candidates who have the likelihood of
success on the jobs.
• To staff the organization with qualified and high
• To reduce the burden of interviewing every single
candidate and reduce cost of recruitment.
• To evaluate the success of recruitment process.
6. Application Blank
• It is the most common method used to collect
information on various aspects of applicant’s
academic, social, demographic, work-related
background and references.
• Job seekers may exaggerate, or overstate their
qualifactions on a resume.so they are asked to
translate specific resume meterial into a
standardized application form.
7. Weighted Application Blank
• To make the application form more job –
related,some organizations assign numeric
values or weights to responses provided by
• The items that have strong relationship to job
performance are given high scores.
8. RESUME SCANING
• Once the recruitment process comes to an
end, recruiters start screening application by
matching resume information with position
• After matching, applications failing to match
job requirements are rejected and only those
meeting the criteria are kept.It is called
shortlisting of resume’s.
9. Selection Testing
• A test is a standardised, objective measure of a
person’s behaviour, performance or attitude.
• Commonly used tests:
a) Inteligence test
b) Aptitude test
c) Personality test
d) Achievement test
e) Simulation test
f) Assessment test
10. Selection Interview
• Is the oral examination of candidates for
• It is designed to predict the job performance on the
basis of applicant’s oral response’s to oral inquirie’s.
• Different Types :
a) Non-directive interview
b) Directive or structured interview
c) Situational interview
d) Behavioural interview
e) Stress interview
f) Panel interview
11. Applicant assessment
• All shortlisted candidates who have been
interviewed are scored according to their
performance and merit.
• Their present compensation and expectations
are evaluvated in terms of budgets,critically of
the position or skill and the abilty of the
organization to pay.
• Those candidates who are on the higher side of
the compensation range of the organization are
kept in the waiting list.
12. Selection decision and salary
• Recruiters at this stage have already finalized
the name of the candidate for potential job
offer.The HR department negotiates the salary
with the candidate and other terms and
conditions that the organization can offer to
13. Job Offer
• If the salary negotiation is succesful then the
HR department issues a job offer to the
selected candidate specifying the date, venue
and other important information about the
candiadte’s joining.The letter carrying the
selection information is called ‘Offer Letter’ or
Letter of Intent.
• HUMAN RESOURSE MANAGEMENT –TEXT
AND CASES – VSP RAO.2ND EDITION.
• MANAGING HUMAN RESOURSES AND
INDUSTRIAL RELATIONS – TAPOMOY DEB.
• ARMSTRONG’S HANDBOOK OF HUMAN
RESOURSE MANAGEMENT PRACTICE.- Michael
Armstrong – 11th EDITION