Selection process
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Transcript of Selection process
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SELECTION PROCESS
PRESENTED BY, AMIT MISHRA PIYUSH JOSHI TABREZ KHALFE
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WHEN RECRUITMENT END SELECTION STARTS
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Selection is the process of identifying individuals who have relevant qualifications/experience/skills and competencies to fill in the jobs. Once there is a pool of applicants for a job, the next step is to select the best candidate for the job. Selecting the right employees is critical because:
•The organisations performance is dependent on its employees. Employees with the right skills and attributes will do a good job.
•It is costly to recruit and hire employees. Hiring and training a new employee costs a lot of money.
• Incompetent hiring could impact the organisation in a big way. The employee may commit a wrongful act that will impact the image of the organisation adversely.
SELECTION
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THE SELECTION PROCESS
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pre
sente
d to
Miss Fa
iza
SELE
CTIO
N P
RO
CES
S Initial screening
Completed application
Background examination if req.
Medical
Permanent job offer
Reject application
Failed
Passed
Passed
Passed
Passed
Passed
Passed
Interview
Employment test
Condit
ional Jo
b
Off
er
Failed
Failed
Failed
Failed
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IN DETAIL
Initial screening • The first step
in the selection process whereby job inquires are sorted
Application form • Company
specific employment from used to generate specific information the company wants
Test • A short test
held
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CONT...
INTERVIEW• Behavioural
question reveal the most about how a candidate would fit into a company culture.
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CONT. . . .
Conditional job offer• A tentative
job offer that becomes permanent after certain conditions are met.
Background investigation• The process
of verifying information job candidates provide
Medical • An
examination to determine an applicant’s physical fitness for essential job performance
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ITS BETTER NOT TO SELECT THAN SELECTING A BAD CANDIDATE
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TO AVOID NEGLIGENT HIRING FOLLOWING STEP MAY BE UNDERTAKING
• Making a systematic effort to gain relevant information about the applicants and verifying all documentation.
• Scrutinizing all information supplied by the applicant.
• Rejecting applicants who make false statements of material facts or who have conviction records for offenses directly related and important to the job on question.
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BASIC TESTING CONCEPT
Reliability
Validity
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RELIABILITY:
The consistency of scores obtained by the same person when retested with the identical test or with alternate forms of the same test.
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VALIDITY
The accuracy with which a test, interview and so on measures what it purpose to measure or fulfills the function it was designed to fill.
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RELATION BETWEEN RELIABILITY AND VALIDITY
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SELECTION PROCESS
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THANK YOU