Selection Process in Human Resource Management

SELECTION PROCESSS

1). Define selection?

Ans. Selection is the process of choosing the most suitable person out of all applicants.
According to Thomas “Selection is the process of differentiating between applicants in
order to identify those with greater likelihood of success in the job.”

2). Briefly explain the selection procedure?

Ans. The selection process consists of various steps. At each stage facts may come to
light which may lead to rejection of the applicant. Steps involved in the selection are:
-application
* Preliminary interview: - Initial screening is done to weed out totally
undesirable/unqualified candidates at the outset. It is essentially a sorting process in
which prospective candidates are given necessary information about the nature of the job
and the organization.

* Application blank: - Application form is a traditional and widely used device for
collecting information from candidates. The application form should provide all the
information relevant to selection.
* Selection test: - Psychological are being increasingly used in employee selection. A test
is sample of some aspects of an individual’s attitude, behavior and performance. It also
provides systematic basis fro comparing the behavior, performance and attitudes of two
persons.

* Employment interview: - An interview is a conversation between two persons. In

selection it involves a personal, observational and face to face appraisal of candidates for
employment.

* Medical examination: - Applicants who have crossed the above stages are sent for a
physical examination either to the company’s physician or to a medical officer approved
for the purpose.

* Reference checks: - The applicant is asked to mention in his application form the names
and addresses of two or three persons who know him well.
* Final approval: - The shortlisted candidates by the department are finally approved by
the executives of the concerned department. Employment is offered in the form of
appointment letter mentioning the post, the rank, the grade, the date by which the
candidate should join and other terms and conditions in brief.

3). What is psychological test?

Ans. A psychological test is an objective and standardized measure of a sample of

behavior from which references about future behavior and performance of the candidate
are drawn.

4). How a test programme is developed?

Ans. Developing a testing programme requires careful planning, analysis, experiment and
technical knowledge. The main steps involved in designing and executing sound testing
programme are: -

* Deciding the objectives: - Objectives of the testing programme are listed.

* Analyzing jobs: - Jobs are analyzed to identify the characteristics considered necessary
for the success of the job.
* Choosing test: - Appropriate test are chosen to measure the identified characteristics.

* Administering the tests: - The chosen tests are applied on the desired group of persons
to measure the predetermined traits.
* Establishing criteria of job success: - Success criteria may be laid down in terms of
quality and quantity of output, attendance record etc.

* Analyzing results: - The tests scores are carefully analyzed in the light of success
criteria. After analysis decision about the candidate’s selection or rejection is drawn.

5). What precautions should be taken while using tests?

Ans. While applying tests, the following precautions should be observed: -

o Only valid tests should be used, that is, content valid, predictive valid and construct
valid.
o Tests should be used only when found reliable.
o Test must be standardized so that the test scores become comparable.
o A test must be constructed in such a way that two or more persons can score the
responses in the same way.
o Tests should be designed, administered, interpreted and assessed only by a trained
person.

6). What are the types of tests?

Ans. Tests can be broadly classified into four and they are: -

* Aptitude test: - These tests measure the latent ability or potential of a candidate to learn
a new job or skills.

* Achievement test: - These tests measure what a person can do. These determine the
skill or knowledge already acquired through training and on the job experience.

* Personality test: - These are pen and paper tests used to judge the psychological make-
up of a person. These probes deeply to discover clues to an individual’s value system,
emotional reactions and maturity and his characteristic mood.

* Interest test: - These tests are inventories of the candidate’s likes and dislike in relation
to work. These are generally used for vocational guidance.