Introduction to Human Resource Management
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Chapter 7 : Selection
Concept of Selection, The Selection Process, Selection Method Standards,
Reliability, Validity, Generalizability, Utility, Legality, Application
Forms, Evaluation of Application Forms, Ethical Issues in Application Form
Design, Selection Tests, Intelligence Tests, Aptitude Tests, Achievement
Tests, Situational Tests, Interest Tests, Personality Tests, Polygraph
Tests, Graphology, Interviews, Preliminary Interview, Selection Interview,
Decision Making Interview, The Interview Process, Preparation, Setting,
Conduct of Interview, Choosing an Interview, Evaluation, Reference Checks,
Medical Examinations, Placement
Selection is the process of evaluating the qualifications, experience, skill,
knowledge, etc, of an applicant in relation to the requirements of the job
to determine his suitability for the job. The selection procedure is
concerned with securing relevant information from applicants and selecting
the most suitable among them, based on an assessment of how successful the
employee would be in the job, if he were placed in the vacant position.
The selection process has two basic objectives: (a) To predict which
applicant would be the most successful if selected for the job, and (b) To
sell the organization and the job to the right candidate. The selection
process is based on the organizational objectives, the job specification and
the recruitment policy of the organization. The various selection processes
are initial screening, application forms, selection tests, group
discussions, interviews and reference checks.
To facilitate a near accurate prediction of an applicant's success on the
job, the selection methods should meet several generic standards of
reliability, validity, generalizability, utility and legality. The
application form is a formal record of an individual's application for
employment. It is usually used in the preliminary screening of job
The filled-in application forms provide pertinent information about the
individual and are used in the job interview and for reference checks to
determine the applicant's suitability for employment. There are two methods
of evaluating these forms – the clinical method and the weighted method.
Selection tests, which are widely used include intelligence tests, aptitude
tests, achievement tests, situational tests, interest tests, and personality
Interviews help managers to fill the gaps in the information obtained
through the application blanks and tests. Interviews also enable the
management to make an impact on the job applicant's view of the
organization, apart from assessing his job-related behavior and attitude.
Interviews may be classified as preliminary, selection and decision-making,
based on their timing and purpose.
The process of interviewing consists of several steps such as preparation
for the interview, ensuring a setting, and conducting, closing and
evaluating. The selection process also uses background investigation or
reference checks to check the authenticity of the information provided by
the applicant. Finally, after an applicant is selected, the offer is made to
him and on acceptance, the placement process starts.