“Almighty GOD and FATHER,

Maker of the Heavens and the Earth, Giver of light and author of all wisdom,
from eternity You have been gracious and kind to all Your children.
Gracious GOD, bless those who teach me with a sense of right judgment.
Grant me today and always, the gift of Your Holy Spirit that it may enlighten my mind
with its manifold gifts of wisdom, knowledge and understanding.
Help me to learn from Your fountain of wisdom those lessons that I need to learn.
Grant me the concentration required for my studies.
Loving Father, order my senses to make the best of what I am taught on this day.
Open my heart to live and to love.
Grant me the openness
to share with the world the truth it pleases Your Holy Spirit to impress on my mind.
May our School, the ACTS Computer College grow to become an altar of love and charity
May Your presence be felt by all in our midst.
We make our prayers through CHRIST Our Lord. Amen.”
SELECTION
 CHAPTEROUTLINE

SELECTION
• Meaning
• Definition
• Importance
• selection process
• Barriers to Effective selection
 Selection is the process of picking
individuals who have relevant
qualifications to fill jobs in an
organization.

Selection is much more than just choosing

the best candidate. It is an attempt to strike a
happy balance between what the applicant
can and wants to do and what the
organizationrequires.
Importance
• Reduce Applicant Numbers
Candidates who have applied for a job during the recruitmentstage are screened in the
selection stage. Those who prove suitable for the job are selected, and unsuitable ones
are rejected.

• Low Employee Turnover

Appropriate selection procedures applied in the recruitment process ensurethat only the
most qualified individual is chosen to fill a vacancy

• Assess Behavior
Selection gives managers an opportunity to assess potential employees' character and
personality.

• The Time Dimension

Agood selection procedure saves time in the recruitment and orientation processes because
the applicant is expected to have been introduced to some aspects of the organizational
culture, such as the dresscode.
 Recruitment vs. Selection
Aspect Recruitment Selection
Process of attracting Process of choosing the
Meaning
potential candidates right candidate
Increase the number of Decrease the number of
Objective
applicants applicants
Nature Positive process Negative process
Result Pool of applicants One final candidate
 Aspects of Employee selection

• Job requirements
• KSAs (Knowledge, Skills, Abilities)
• Personality and behavior
• Cultural fit
• Reliability and validity of selection tools
• Legal and ethical compliance
• Cost and time efficiency
1. Job Requirements

Job description outlines duties and responsibilities.

Job specification lists qualifications, skills, and personal traits
needed.
2. Knowledge, Skills, and Abilities
(KSA)
These can be measured through tests, interviews, and
practical exercises.
3. Personality and Behavior
Selection goes beyond technical skills; it also evaluates
attitude, values, and interpersonal behavior.
A person with the right personality fit is more likely to adapt,
work well with others, and contribute positively to the work
environment.
4. Cultural and Organizational Fit
5. Reliability and Validity of Selection Tools

HR must use reliable and valid selection methods — meaning

the tools consistently measure what they are supposed to.
This ensures fairness and accuracy in judging applicants.
6. Legal and Ethical Considerations
The selection process should comply with labor laws and equal
employment opportunity regulations.
There should be no discrimination based on gender, age, religion, or
background.
7. Cost and Time Efficiency

An effective selection process should be efficient but thorough.

It should minimize unnecessary delays and expenses while ensuring that
qualified applicants are identified quickly.
 Selection Process
Reception

A warm, friendly and courteous reception is extended to

candidates with a view to create a favorable impression.
Employment possibilities are also communicated honestly
and clearly
Screening interview

Preliminary Interviews- It is used to eliminate those candidates

who do not meet the minimum eligiblity criteria laid down by
the organization.
 Blank application form

The candidates who clear the preliminary interview are

required to fill application blank. It contains data record of
the candidates such as details about age, qualifications,
reason for leaving previous job, experience, [Link] is a
printed form completed by job aspirants detailing their
educational background, previous work history and certain
personal data.
 SELECTION TESTING
• A test is a standardized, objective measure of a sample of
behavior.

• Selection tests are increasingly used by companies these days

because they measure individual differences in a scientific
way, leaving very little room forIndividual bias.

• Various written tests conducted during selection procedure are

aptitude test, intelligence test, reasoning test, personality test, etc.
These tests are used to objectively assessthe potential candidate.
They should not be biased.
 Selection test
Intelligence test
Aptitude test

Personality test

Achievement test

Simulation test

Assessment test

Geography test

Polygraph test

Integrity test
 Intelligence test:-
It test the mental ability of candidate. These test
measure the learning ability of candidate & their power to
take quick decisions on crucial points
 Aptitude tests:
It test an individual’s capacity to learn a particular
skill.

➢ Cognitive tests:- which measure intellectual, mental aptitudes.

➢ Motor tests:- these test check the hand-eye coordination
of employees.
 Proficiency tests:-
These test are designed to measure the skills already by the
individuals. They are used to test the level of knowledge.
 Personality tests
These tests judge the psychological make-up of any person. These
tests check an individual’s motivational level, emotions, integrity,
sympathy, sensitivity, etc.
In this test a controversial situation is presented to the
person
 Achievement test:- These are designed to measure what
the applicant can do on the job currently. These tests are also
known as work sample test.
 Simulation test:- It measure the ability of the person to face
various problems while at work. These test are used for hiring
managers.
 Graphology test:- these test involve using a trained
evaluator to flourish a person’s handwriting to assess the
person's personality & emotional make-up
 Integrity test:
These test are designed to measure employee’s honestly to
predict those who are more likely to steal from an employer
or otherwise act in a manner unacceptable to the
organization.
In it many “yes” or “no” type question are asked.
 BENEFITS:
 It tends to eliminate biasness in the selection of
personnel
 Tests can identify talents of individuals which might
otherwise be overlooked
 These tests reduce the cost of selection because large on of
people can be evaluated
 These tests measure the aptitude of candidates
 Tests provide a healthy basis for comparing applicants
background.
LIMITATION
 These test measure only a part of total information
 These test are far from perfection, it does not make
perfect prediction of an individual’s ability.
 No test can measure with guarantee the complex
combination of characteristics required in numerous
positions.
 Barriers to Effective selection
1) Ineffective Recruitment: Sometimes selection process gets affected due
to ineffective recruitment initiatives. If the recruiter fails to attract
qualified candidates (in recruitment process) then it is obvious that right
candidate will not be selected (in selection process). Therefore, ineffective
recruitment will definitely influenceselection.

2) Perception: Our inability to understand others accurately is probably the

most fundamental barrier to select right candidate. Selection demands an
individual or a group to assess a candidate comparing competencies of
others, in order to find out the right persons for the jobs. But our views are
highly personalized. We all perceive the world differently. Our limited
perceptual ability is obviously a stumbling block to the objective and rational
selection ofpeople.
 Cont…
3) Stereotyping: This is one of the most common barrier to [Link]
stereotyping, we generally categorize the candidates suchas:
• All professors and teachers are absent minded
• All females are basically sincere and honest
• All civil servants are boring
• Candidates with Science background are intelligent etc.
• This leads to biased selection of candidates.

4) Gender Issue: Gender issue also hampers effective selection. In early

days, men predominately held managerial jobs and if those jobs are
viewed as being primarily masculine in nature, such stereotyping may
produce negative reaction in selecting right candidates.
 Cont…
5) Age/Race Issue: In many selections, age and race of the candidates are
considered rather than their skills, abilities or experiences. This leads to bias
selection.

6) Halo Effect: Another barrier to selection is halo effect, which can be

negative orpositive. In hallo effect the personal characteristics influence or
overwhelms the interviewers and this lead to wrong selection.

7) Quota System: Quota system also influences effective selection.

Fairness: Selection requires that no individual should be discriminated
based on religion, region, race or gender. But the less number of women
and other less privileged sections of society in the middle and senior
management positions and open discrimination in job advertisementsand
in the selection process would suggest that all the efforts to minimize
inequity have not been veryeffective.
Cont…

9) Validity:The extent to which the technique measures the intended

knowledge, skill, or ability. In the selection context, it is the extent to which
scores on a test or interview correspond to actual job performance

10) Reliability: A reliable method is one, which will produce consistent results
every time it is conducted. Like a validated test, a reliable test may fail to
predict job performance with precision.

11) Pressure: This occurs when politicians, bureaucrats, relatives, friends, and
peers try to influence on the selectors to pick particular candidate. In public
sector, this barrier mostly influenced a goodselection.
 Cont…
12) Nepotism/Favourism: This is one of major/common barrier to
effective selection in both public and privatesectors.

13) Cost and time: Sometimes due to insufficient time and budget, right
person cannot be selected.
Five effects of Bad recruitment
Lacks
Skills to do
the job

Not team
Player Not my job
Problems with syndrome
co/workers
Bad
Hire

Part of the
Unprofessional problem
Not the
solution
Present selection problems

• Bias and Favoritism in Hiring

• Mismatch Between Skills and Job Requirements
• Lengthy and Inefficient Selection Process
• Limited Use of Technology and Data Analytics
• Lack of Trained HR Professionals
• Inadequate Background and Reference Checking
• Brain Drain and Labor Migration