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- is choosing of individuals
to hire from a pool of
qualified job applicants.

The Selection Process

Selection activities follow a standard
pattern, beginning with an initial screening
interview and concluding with the final
employment decision. The selection process
typically consists of eight steps: (1) initial
screening interview, (2) completion of
the application form, (3) preemployment
tests, (4) comprehensive interview, (5)
conditional job offer, (6) background
investigation, (7) medical or physical
examination, and (8) permanent job

Initial Screening
The first step in the selection process involves
initial screening of potential candidates.
This initial screening is, in effect, a two-step
procedure: (1) screening inquiries and (2)
screening interviews. If the companys
recruiting effort has been successful, they will
have a pool of potential applicants. The
organization can eliminate some of these
respondents based on the job description and
job specification. Perhaps candidates lack
adequate or appropriate experience, or
adequate or appropriate education.

Completing the Application

After the interview, applicants may be asked to complete the
organizations application form. This may be as brief as
requiring only the applicants name, address, and telephone
number. Most organizations, on the other hand, may want a
more comprehensive employment profile. In general terms,
the application form gives a job-performance-related synopsis
of applicants life, skills, and accomplishments Applications
obtain information the company wants and needs in order to
make a proper selection. Completing the application also
serves as another hurdle. If the application requires following
directions and the individual fails to do so, that is a job
related reason for rejection. Finally, applications require a
signature attesting to the truthfulness of the information
given and giving permission to check references. If, at a later
point, the company finds out the information is false, it can
justify immediate dismissal.

Preemployment Testing
Preemployment tests are quite helpful in
predicting who will be successful on the job.
Literally hundreds of tests can serve as
selection tools. They can measure intellect,
spatial ability, perception skills, mechanical
comprehension, motor ability, or personality
traits. Employers recognize that the investment
in time and cost of these tests, combined with
other selection tools and a well-thought out
hiring process results in better quality hires.

Comprehensive Interviews
Applicants who pass the initial screening, application form,
and required tests typically receive a comprehensive
interview. The applicant may be interviewed by HRM
interviewers, senior managers within the organization, a
potential supervisor, colleagues, or some or all of these. In
fact, at Disney, like most other organizations, applicants
are interviewed by numerous individuals. The
comprehensive interview is designed to probe areas not
easily addressed by the application form or tests, such as
assessing a candidates motivation, values, ability to work
under pressure, attitude, and ability to fit in with the
organizational culture. Fit cannot be overstated. Ironically,
in many cases, employees are hired based on their
competencies and how likely they are to be successful

Behavioral Interview
A modification to interviews that is becoming
popular in contemporary organizations is the
behavioral interview or situation interview. In
this type of interview, candidates are observed
not only for what they say but for how they fit
the identified dimensions or competencies of
the position. Candidates are presented with
situationsoften complex problems that may
sometimes involve role playingand they are to
either discuss how they have dealt with this in
the past, using relevant examples, or how they
would go about dealing with this, if it is a roleplay situation.

Stress Interview
An interview in which the
interviewer seeks to make
the applicant uncomfortable
with occasionally rude
questions that supposedly
to spot sensitive applicants
and those with low or high
stress tolerance.

Conditional Job Offers

If a job applicant has passed each step
of the selection process so far, a
conditional job offer is usually made.
Conditional job offers typically come
from an HRM representative. In essence,
the conditional job offer implies that if
everything checks outsuch as passing
a certain medical, physical, or
substance abuse testthe conditional
nature of the job offer will be removed
and the offer will be permanent.

Background Investigation
The next step in the process is to
conduct a background investigation
of applicants who are potential
employees. Background investigations,
or reference checks, are intended to
verify that information on the
application form is correct and accurate.
Sometimes just notifying applicants that
the firm will check all references and
former employers is enough to keep
them from falsifying any information.

Medical/Physical Examination
The next-to-last step in the
selection process may consist of
having the applican take a
medical/physical examination.
Physical exams can only be used
as a selection device to screen out
individuals who are unable to
physically comply with the
requirements of a job.

Job Offers
Individuals who perform successfully in the
preceding steps are now considered eligible to
receive the employment offer. Who makes the
final employment offer depends on several
factors. For administrative purposes the offer
typically is made by an HRM representative. But
that individuals role should be only
administrative. The actual hiring decision should
be made by the manager in the department
where the vacancy exists. First, the applicant will
be working for this manager, which necessitates a
good fit between boss and employee. Second, if
the decision is faulty, the hiring manager has no
one else to blame.

HR is concerned with selection

activities that can help predict which
applicants will perform satisfactorily
on the job.
Reliability means that the
selection technique is consistent in
how it measures something. That is, it
returns the same results after time.
Validity means that there is a
clear relationship between what the
selection device is measuring and
eventual job performance.





is a process of assigning a specific

job to each of the selected candidates.


actual posting of an employee to the specific job

with rank & responsibilities attached to it.


involves assigning a specific

responsibility to an individual.




implies matching the requirements of a job with

the qualifications of the candidates skills, abilities,
potentials, capacities and their expectations towards
the organization.


improves employee morale.


helps in reducing employee turnover.


helps in reducing absenteeism.


helps in reducing Conflict rates.


avoids misfit between the candidate and the



helps the candidate to work as per the

predetermined objectives of the organization.


results on the Job.


along with the people easily and

proving themselves.


his spirits high and report for the

duty regularly.


the work and excel in the job.

mistakes and errors.