Selection Process for non-executives:

Definition: Selection process involves picking the right candidate with prerequisite qualifications &
capabilities to fill the vacant positions in the organization.

After the recruitment process has identified a pool of potential hires, the organization then decides
whom to give job offers and how attractive the offers should be.

A series of decisions have to be made to select the right candidate.

• First decision is through Initial Assessment Methods: whether job applicants become eligible
candidates

• Second decision is through Substantive Assessment Method: Regarding which candidates

become finalists

• The third decision is through Discretionary Assessment Method: Regarding which finalists
will be actually provided with job offers.

• And finally, some offer receivers become new hires on fulfilling certain contingency tests.

Stages of Selection Process for Non-executive roles:

Stage 1: Initial Assessment Method
Scrutiny Committee: After submission of applications, a Scrutiny Committee (executives) is formed
to render the applicants eligible for the written tests. List of eligible candidates is then published on
the company website
Stage 2: Substantive Assessment Method
All applicants the are found eligible by the scrutiny Committee are required to pass a written test.
The candidates belonging to SC/ST are selected on relaxed qualifying marks, as decided by
appointing authority

The test conducted depends on the nature of the role:

 Technical Roles:
Aptitude Test + Domain specific Test
 Non-Technical Roles:
Aptitude Test

Stage 3: Discretionary Assessment Method

Category wise result & reserve panel is prepared, charging the vacancies as per reservation
percentages, which is then published on the company’s website. Offer of appointment is sent
simultaneously via registered post to respective correspondence address.

Stage 4: Contingent Assessment Method

a) Document Verification: Candidates are required to join within 30 days from issue of their
offer of appointment. All original documents, along with credentials are examined and
certified by the recruitment Department
b) Medical Test: Post document verification, candidates are sent for Initial Medical
Examination, which is conducted at the company’s hospital.

Selection Tests:

An aptitude test is a systematic means of testing a job candidate's abilities to

Aptitude Reasoning
perform specific tasks and react to a range of different situations.

Medical Test Test conducted to ensure that each of the applicants is able to perform the
job in a safe manner

Post medical test, if the candidate if found to be medically fit to carry out the job, he/she is posted at
any area of the company as per requirement chalked out in the Manpower Budget.

As per the policy of CCL, if the position remains vacant due to non-reporting of the selected
candidate, the reserve panel for the specific post is opened and the procedure mentioned above is
followed.

As per Government of India guidelines, the process of the interview for Group B, C and D is done
away with and the candidates that successfully clear the written test only are provided with job
offers.