SELECTION

Department of Marketing ManagementFaculty of Management Studies

Content……..

1. Definitions of Selection

2. The importance of selection

3. Objectives of the selection

4. selection methods

 Application Evaluation Or Sifting ApplicationInterviewsTestsBack Ground InvestigationMedical TestsAssessment Center

 

5. Accuracy of selection methods

6. Selection process

Definition of Selection

“Selection is the process of making the choice of the most appropriate person from the pool of applicants required to fill the relevant job vacancy.”

Importance of selection

oReduced applicant numbers

oAssess behavior

oLow employee turnover

oThe time dimension

oReduced cost of training and development

oAbsence of personal problems

oProcurement of qualified and skilled employees

Objectives of the selection

To establish or maintain & image as a good

employer.

To get the person to the right job.

To perform the selection process as cost

effective as possible.

Methods of selection

Application Evaluation Or Sifting

Application

Interviews

Tests

Back Ground Investigation

Medical Tests

Assessment Center

How We Can Do Application Sifting?

List the applications on a control sheet including

details.

Send a standard acknowledgement letter to each

applicant unless an instant decision can be made to

interview or reject

Compare the applications with the key criteria in

the job specification

Scrutinize the possible again to draw up a

short list for interviews.

Draw up an interviewing program .

Invite candidates to interview, using a

standard letter where large numbers are

involved.

Review the remaining possible and

marginal and decide if any are to be held

in reserve. Send reserves a standard

‘holding’ letter and send the others a

standard rejection letter

Advantages of Application Evaluation

This is a quick way for check whether applicants are

reached of the minimum requirements

This is easy to compare job candidates’ qualifications

and other requirements

This is good method for assessing legibility of writing,

organizing of information within an application form

Application supplies some picture about the applicants

before the interviewer meets face to face

Disadvantages of Application Evaluation

Some time we understood some wrong image about

the applicants

This is a difficult task to prepare a good application

form that asks right questions and evaluates responses

objectively

When we received application, from it we can’t

measure or evaluate some soft skills.

From the application we can’t measure verbal ability,

visible interest, visible health, appearance of applicants,

fluency of a language and etc. can’t be measured.

Interviews

A very famous method in organization selection process.

“A conversation with a purpose.”

The steps we should follow when conducting an interview

Interviewing arrangements Preparation Timing Planning and structuring interviews Select suitable interviewing approach,

conducting and ending. Evaluation interview

Types of InterviewsI. Individual interviewingII. Panels interviewingIII.Boards interviewing

Techniques of interviewing

Starting and ending-Start interviews by putting candidates

their ease.-In the closing stages, candidates should

be given the opportunity to ask questions. Asking questions

-Open l closed questions-Hypothetical questions

Advantages of Interviewing Methods

Provide opportunities for interviewer to ask

probing questions

It gives the interviewer with an opportunity to

evaluate the candidate.

Enable interviewers to describe the job and

the organization

Can fulfill information gap

It can be adopted to various types of

employees

A low cost method in selection process

Disadvantages of Interviewing Methods

Making sound predictions of performance is

lack.

Possibility of occurrence of interviewer errors

Ex: Halo effect, personal prejudices

Rely on the skill of the interviewer

It may not be possible to get a real picture of

the candidate due to lack of rapport

Errors may occur with the interviewee

Can lead to biased and subjective judgments

by interviewers.

Selection Test 

Test is a carefully chosen, systematic c and

standardizes procedure for evolving a sample of

responses from candidates which can be used to

assess one or more of their psychological

characteristics with those of are representative

sample of on operating population.

(smith and Robetson,

1986)

Types of Test

Knowledge test

Aptitude test

Practical test

Proficiency test

Psychological test

Characteristics of Good Test

• Validity Predict validity Concurrent validity Content validity Construct validity face validity

• Reliability • Practicability

Advantages of Test Method • Possibility of getting a large amount of

information about candidates with a short

time period.

• Possibility of assessing a large number of

candidates within a short time.

• Possibility to discriminate candidates who

have similar competencies.

• Abilities such as reasoning, problem solving,

conceptualizing etc. can be measured more

accurately.

Disadvantages of Test Method

• Not economical for a small number of

candidates.

• Some abilities are not possible to examine.

• When facing to the test ,it may be badly effect

candidate’s psychological and motivation

situations.

TYPE AIM REFFERANCES

Academic Examine about the situation and History of academic.

Principle of the school or institute.Teachers of the school

Employment

Examine about the history of the employment.

Employer of the relevant company

Character Examine about the character of the person

Responsible personPrinciple of the school

Financial Examine about the financial situation of the applicant 

Relevant banksFinancial institute

Background investigation is the method to investigate about the actual background of the applicant.

Background Investigation

Advantages of Background Investigation Method

• Possibility of knowing all information of

the candidate.

• Can assessing honesty of candidates

• Less cost

• It is easy to implement.

• It is difficult to persuade a referee to give a

frank opinion.

• It can’t use alone to select a candidate

• Less reliability

• Less accuracy

• It can be got wrong information about

candidates

Disadvantages of Background Investigation

Method

Medical test

Medical tests are all about an individual’s fitness for duty.

Assessing whether the applicants are physically fit for the job or not.

Advantages

Safeguard the health of current employees of the organization through the detection of contagious/communicable diseases.

Serve the organization to protect against damages to properties and unnecessary medical and insurance claims and compensation.

DisadvantagesHigher cost of conducting medical test.

Assessment Center

Is a programmed lasting for one or several days

and using multiple methods of selection and

multiple assessors to determine the suitability of

candidates for particular job vacancies. Focus is

on behavior mainly and results are fed back to

candidates , with comments for improvement.

Advantages This testing process allows organizations to see how you'd react in an environment similar to the one that you'd be working in.

Assessment centers are also useful for screening groups of potential candidates all at one time.

DisadvantagesMajor disadvantage is the higher cost involved.

Process of Selection

Assessment center

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Back ground interviews

Medical tests

Interviews

Employment Test

Application Evaluation

Group Members

*10/MS/004 Ananda M.P.D.S

*10/MS/026 De Silva M.I.U

*10/MS/124 Wijerathana D.M.S

*10/MS/169 Habaragamuwa S.M

*10/MS/211 Madushika M.P.S.W

*10/MS/ 185 Kalubovila R.J

*10/MS/206 Madhuhansi W.H.T

*10/MS/178 Jayasekara K.N.S

Thank You.