HUMAN RESOURCES MANAGEMENT subject po he

Ppt ya'll

1. SCREENING OR SELECTING
APPLICANTS

2. Screening Applicants
Screening applicants is the process of reviewing job
applications, resumes, or interviews to determine which
candidates are qualified for the position. It is usually the
first step after recruitment and helps HR professionals
filter applicants before moving on to interviews and final
selection.

3. Objectives of Screening Applicants
To ensure the right job fit
To save time, effort, and costs
To reduce hiring risks and mistakes
To promote fairness and legal compliance
To improve organizational performance

4. Steps in the Screening Process

5. Preliminary Screening
This is the first filter.
HR reviews applications and résumés to check if the
applicant meets the minimum qualifications
such as education, experience,
and certifications.
Application and Résumé Review
Criteria may include work experience, technical skills, or personal
qualities.
This step is important because it helps HR apply valid and reliable
measures of qualification.

6. Employment Tests
Includes skills, personality, or aptitude tests to
measure suitability.
Interviews
Interviews are one of the most common screening
tools.

7. Different types of interviews:
Unstructured interviews – more casual, open-ended.
Behavioral interviews
Face-to-face or online sessions to evaluate communication
Final Selection and Job Offer

8. Background and Reference Checks – Verifying past
experiences and honesty.
Medical/Physical Exam – Ensuring fitness for work when
required.
Final Selection & Job Offer – The most suitable candidate
is chosen and formally hired.

9. •Systematic and Structured – Provides
step-by-step filtering, ensuring only
qualified applicants remain
•Reduces Hiring Risks – Background
checks and tests help prevent hiring
the wrong person.
•Supports Organizational Success – By
selecting the right people, productivity
and retention improve.
•Time-Consuming – Screening
multiple applicants takes a lot of
time.
•Risk of Bias – If interviews are
unstructured, personal bias may
affect decisions.
Costly Process – Tests, medical
exams, and background checks can
be expensive.
•Not Always Perfect – Even after
careful screening, some hires may
still underperform or resign quickly.
STRENGHTS; WEAKNESSES/CHALLENGES;

10. Conclusion

The screening and selection of applicants is a crucial part of
Human Resource Management. Its objectives are to ensure job fit,
save resources, reduce mistakes, ensure fairness, and ultimately
improve organizational success.
The process usually includes several steps: preliminary screening,
résumé review, employment tests, interviews, background checks,
medical exams, and finally the job offer.