Optimizing Talent: Employee Selection Process" is a detailed presentation guiding organizations through the essential steps of selecting the right candidates for their teams. From crafting compelling job descriptions and conducting thorough candidate assessments to implementing effective interview techniques, this presentation explores the strategic steps involved in building a comprehensive and fair employee selection process. Discover proven methodologies and best practices to streamline recruitment, evaluate skills, and ensure a successful onboarding process.

1. EMPLOYEE
SELECTION

2. DEFINITION
Selection is simply means to choose. It is the process of
picking individuals who have relevant qualifications to
fill jobs in an organization
Employee selection is the process of choosing a right
person for the right job in a right manner. It is the
procedure of matching organizational requirements
with the skills and qualifications of people.

3. RECEPTION SCREENING
INTREVIEW
APPLICATION
BLANK
SELECTION
TEST
SELECTION
INTERVIEW
REFERENCE
CHECKS
MEDICAL
EXAMINATION
HIRING
DECISION

4. RECEPTIO
N
•Reception is the initial step of selection process
•A company must create a favourable impression at the
reception stage
•The team should extend help to the new recruit in a
friendly way.
•All employment opportunities must be presented honestly
and clearly to the candidates
SCREENING
INTREVIEW
•It is done to cut the costs of hiring by letting only suitable
candidates go through the further process.
•Candidates are screened out against norms as education,
experience, location choice and pay expectations etc

5. APPLICATION BLANK
An application blank is a common
method to collect information on
various aspects of the applicant’s
academics, social background,
work background, demographics
and references.
Application blanks works a
reference to speak about in the
absence of the candidate
CONTENTS IN
APPLICATION BLANK
 Personal data
 Marital data
 Education data
 Employment data
 Extra-curricular activities
 References

6. SELECTION TEST
Selection testing is performed to analyse the applicant’s
behaviour, performance and aptitude. Tests provide a
systematic basis for comparison and selection
INTELLIGENCE
TEST
Test of
mental
ability,
memory,
perception,
vocabulary
APTITUDE
TEST
Checks the
applicant’s
potential to
perform tasks
quicky and
efficiently
PERSONALITY
TEST
It tests
motivation,
interests,
preferences,
self-
confidence,
emotional
balance and
interpersonal
behaviour
ACHIEVEMENT
TEST
To identify
the
candidates
achievements
and ability of
performing
the job
STIMULATION
TEST
Creating an
environment
of certain
situations to
test the
candidate’s
skills
ASSESMENT
TEST
Reveals
candidate’s
priorities ;
IN-BASKET
TEST,
LEADERLESS
GROUP
DISCUSSION,
BUSINESS
GAMES.

7. SELECTION INTERVIEW
 Interview is oral examination of candidates for
employment. Employers gain information systematically
and then synchronize the information for judgement.
TYPES OF
INTERVIEWS
Structured interview
Un-structured interview
Behavioural interview
Situational interview
Stressed interview
Panel interview
Technical interview

8. REFERENCE CHECKS
The applicants previous employer may provide useful and reliable information
about the applicant. Therefore the personal department conducts background
checks of the applicant and references provided by them. It may be done through a
telephone call or a mail.
MEDICAL EXAMINATION
Some jobs require physical qualities like clear vision, acute hearing stamina
etc. a medical examination is conducted to check any health problems that
interfere with efficiency or future attendance of the applicant for bad health.
And to verify that the applicant’s health is in accordance with standards and
requirements of the organization

9. HIRING DECISION
The line manager makes the final hiring
decision. There must be a good
understanding between the line manager
and the HR department so that the best
candidate is selected. The successful
candidate is given a job offer followed by an
appointment letter.

10. IMPORTANCE OF
EMPLOYEE SELECTION
Selecting skilled personnel reduces the training costs of
the organization.
Organizations who understand their personnel’s value
invest a large sum in selecting the relevant candidate for
the vacant job.
Selecting personnel who are satisfied with their work
enhances the efficiency of both the personnel and the
organization.

11. SELECTION DECISION OUTCOMES

12. CONCLUSION
Selection is the procedure of
selecting from a number of
applicants, the most suitable
candidate for the relevant job. It is
a process by which all applicants are
split into two categories, i.e.,
selected and rejected.