SELECTION PROCESS by DJJENAVA AHADI.pptx

Presentation for graduate studies

1. Selection Process Presentation by Djenava Ahadi Topic 5

2. Selection has been regarded as the “most important function” of the HR Department. It ensures the organization that; it has right number, right kind of people at the right place and at the right time. It is the process of differentiating between applicants in order to iddentify and hire those with the greater likehood of success. Selection

3. Selection Process The selection process is a systematic and structured approach used by organizations to identify, evaluate, and hire the most suitable candidates for job positions. It involves several stages designed to assess candidates' qualifications, skills, experiences, and overall fit for the job rol in an organization.

4. Selection Process Preliminary Interview Selection Tests Reference and Background Check Final Selection/ Appointment Letters Medical/ Physical Examination

5. Preliminary Interview The purpose of this interview is to scrutinize the applicants and elimination of the unqualified applications. Preliminary interviews allow recruiters to review the candidate's resume, work experience, and qualifications to ensure they meet the minimum requirements for the job.

6. Types of Interviews Structured Interview Unstructured Interview Panel Interview Stress Interview

7. Interview Process HR Experts have identified certain steps to be allowed while conducting interview: Preparation Effective interviews do no just happen. They are planned. Establishing objectives of the interview Reviewing the candidate’s application and resume Keeping test scores ready Selecting the interview method to be followed Choosing the panel experts who would interview the candicates. 2. Reception The candidate should properly received and led into the interview.

8. Selection tests are an integral part of the selection process used by organizations to assess the skills, knowledge, abilities, and suitability of candidates for a particular job role. These tests can take various forms depending on the nature of the job and the specific requirements of the organization Intelligence Tests Aptitude Tests Personality Tests Proficiency Tests Interest Tests Simulation Tests Graphology Tests Integrity Tests Common Type of Selection Tests Selection Tests

9. Benefits of Selection Tests These tests can identify talents of individuals which might otherwise be overlooked It ultimately saves time and resources in the long run by reducing turnover, improving performance, and enhancing organizational effectiveness. It eliminate biasness in the selection of personnel Selection Tests provides a healthy basis for comparing applicant’s background.

10. Medical/Physical Examination Candidate/ applicants who have crossed the above stages are sent for a physical or medical examination. Three aim for medical examination 1 2 3 Physical fitness for the job concerned To protect the organization from infectious diseases To check excessive expenditure on the treatment of employee

11. Reference Check Verification of Candidate Information Assessment of Candidate's Performance and Abilities Confirmation of Qualifications and Credentials Evaluation of Cultural Fit Validation of Claims and Accomplishments Legal Compliance After medical examination, information is gathered from those person whose name figure in the column of “ reference”.

12. Final Selection A final selection or appointment letter is a formal document issued by an employer to a selected candidate, offering them a job position within the organization. It serves as an official confirmation of the candidate's successful selection and outlines key details related to the employment arrangement.

13. Thank You! Presentation by Djenava C. Ahadi Topic 5