PRESTON UNIVERSITY

Foundation Of Selection
Ch. 7
Assignment No.3
Discuss Selection Process
Due Date 8th week
Assignment No. 2 due today

RECRUITMENT & SELECTION PROCESS

OUTLINE OF THE CHAPTER

SELECTION PROCESS
INITIAL SCREENING
BACKGROUD INVESTIGATION
PURPOSE OF SELECTION PROCESS
KEY ELEMENTS FOR SUCCESSFUL PREDICTORS
SELECTION FROM GLOBAL PERSPECTIVE
There will be quiz No. 2 today

SELECTION PROCESS:
Recruitment and selection refers to the chain and sequence
of activities pertaining to recruitment and selection of
employable candidates and job seekers for an organization.

STEPS OF SELECTION PROCESS:

Initial screening
Application form
Written test
Interview
Background investigation
Condition job offer
Medical examination
Permanent job offer

Failed
Failed

Initial Screening
Passed

Completed Application
Passed
Failed

Employment Test
Passed

Failed

Comprehensive Interview

Passed

Conditional
Job Offer

Passed
Unsatisfactory

Reject Application
Unfit

Background Investigation
Passed

Medical Examination
Fit

Permanent Job Offer

Complete Selection Process

INITIAL SCREENING:
The very first step in selection process whereby job inquiries
are sorted.

STEPS OF INITIAL SCREENING:

Screening Inquiries: Elimination of applicants on the basis of

job description & specification i.e. lack of required
qualification & experience.

Screening Interviews: It is used to narrow down the list of

potential applicants and increase the efficiency of the formal
interview process.

APPLICATION FORM:
Company-specific employment form used to generate specific
information company wants.
It contains the queries like personal information, qualification &
experience etc.
It also includes the applicant signature and references.

WEIGHTED APPLICATION FORM:

A special type of application form that uses relevant applicant
information to determine the likelihood of job success.

CONT
KEY ISSUES ABOUT APPLICATION FORM:
Civil Rights Acts 1964 & 1991 prohibit the
discrimination on the basis of sex, race, color,
religion, national origin, disability and age.

Application form include a statement giving the

employer right to dismiss an employee for falsifying
wrong information. It relates to the privacy of person
i.e. previous work history.

WRITTEN TEST:
Test taken by the organization for job normally hand written but
now often through computers.
TYPES OF TESTS:
Aptitude

Test: A measure of a persons natural ability or potential

to learn a skill or set of skills.
Intelligence Test: Test conducted to know a persons mental ability.
Interest Test: A measure of a persons liking & disliking.
Performance Simulation Test: Work sampling & assessment
centers evaluation abilities in actual job activities.
Work Sampling: A selection device requiring the job applicant to
actually perform a small segment of job.

ASSESSMENT CENTERS:
Specialized institutions where different kinds
of tests are conducted for the selection, development
and performance appraisals.
TESTING IN GLOBAL ARENA:
Now the world is global village but one test
methodology cannot be applied for the people having
different background and countries.

INTERVIEW:
A formal face to face conversation for the assessment of a
candidate or applicant for the job.
Interviews are universally conducted. And usually conducted by
the HRM interviewers, senior managers, supervisors. colleagues
or all of them.
It is normally designed to cover those areas which are not
addressed by the application form i.e. assessing ones motivation,
values, ability to work under stress & ability to fit with
organization.

INTERVIEW EFFECTIVENESS:
The effectiveness of the interview can be measured through its
different forms.

FORMS OF INTERVIEWS:
One

to one interview
Panel interview
Mass interview
Situational interview
Behavioral interview
Stress interview

CONT
Impression Management:
Influencing performance evaluations by
portraying an image desired by the appraiser.
Realistic Job Preview:
A selection device that allows job candidates to
learn negative as well as positive information about
the job and organization.

CONDITIONAL JOB OFFER:

After the successful completion of previous steps the
applicant has given the conditional job offer.
This conditional job offer is provided to the applicants for
further two steps i.e. Background investigation, Medical
examination.
This thing also helps the company to observe and monitor
the working behavior and capacity of the applicant.

BACKGROUND INVESTIGATION:
It is a process of looking up and compiling criminal records,
commercial record and financial record of an individual.
It helps to predict on individuals future behavior by keeping in
view his/her past behavior.

Negligent Hiring: It occurs when an employer has failed to

properly investigate an employees background and that employee
is later involved in misconduct.

Qualified Privilege: The ability for organizations to speak

honestly to one another about employees.

CONT
METHODS OF BACKGROUND INVESTIGATION:
Internal
External
Internal Investigation: Companys own HRM department
undertakes the task of questioning former employers,
personal references and possibly credit sources.
External Investigation: It usually involves independent
firms to investigate all information about the individuals.

MEDICAL EXAMINATION:
An examination to determine the physical fitness for
the essential requisites for job performance.
Normally it includes the tests like Blood tests,
disease tests, Drug tests etc.
Physical exam also shows the minimum standard of
health exist to enroll in companys health and life
insurance program.

PERMANENT JOB OFFER:

Applicants those who successfully passed through
the above mentioned steps are now considered
eligible for permanent job.
Comprehensive Approach:
Applying all the steps in selection process before
making a decision about the job applicants.

OBJECTIVES OF SELECTION PROCESS:

To attract sufficient applications from potential

candidates with the required skills, qualities, experience
and competences.

To develop and maintain processes which will assist in

ensuring the appointment of the most suitable candidate.

To ensure that the recruitment is as per the company

expectations.

KEY ELEMENTS FOR SUCCESSFUL PREDICTORS:

Reliability: The consistency of scores obtained by the same person
when retested with the identical tests or with alternate forms of the
same test.
Validity: The proven relationship of a selection device to relevant
criteria.
Types of Validity:

Content Validity: A test has content validity if it sufficiently

covers the area that it is intended to cover.

Construct Validity: The degree to which a test measures a

particular trait related to successful performance for the job.

Criterion-Related Validity: A type of validity based on

showing that scored on the test are related to job
performance.
a) Predictive Validity: Validating tests by using potential
applicants as the study group.
b) Concurrent Validity: Validating tests by using current
employees as the study group.
Cut Score: A minimum scoring point below which
applicants are rejected.

SELF MANAGED TEAM:

INTERVIEW PREPARATION:

SELECTION FROM GLOBAL PERSPECTIVE:

Technical expertise
Leadership ability
Personality and flexibility
Cultural and environmental differences
Sensitivity to different management styles
Supportive families

THANKS!
FOR YOUR
KIND ATTENTION

POSSIBLE QUESTIONS:
I.

II.

III.

IV.

V.

How the family support effects the selection from

the global perspective ?
Why the cultural & environmental differences are
important in selection process ?
How content validity is different from the construct
validity ?
What is the significance of reliability in measuring
tests ?
Why do companies offer the conditional job ?

CONT
I.
II.

III.
IV.

V.
VI.

Why medical examination is conducted for jobs ?

How situational interview is different from the behavioral
interview ?
How initial screening is done in selection process ?
How work sampling is helpful in the judgment of
suitable applicant ?
Is comprehensive approach good for selection process ?
Quiz No. 2 : Discuss importance of medical examination

ONE TO ONE INTERVIEW

PANEL INTERVIEW

MASS INTERVIEW