STEPS IN SELECTION PROCESS Physical Examina on Reference check Approval of Higher Authority Final Selec on A comprehensive selection process involves the various steps as shown in figure . (a) Application Blank Most of public sector undertaking, various ministries of Government, Selection Commissions, Recruitment Boards and Private Sector Companies either supply pre-printed application form or direct the candidates to download the forms uploaded in their respective websites. In the case of voluntary applications submitted by the candidates, they are issued application form afresh at the venue of the interview to collect complete information about the candidate in the standardized format. Selector can collate different types of information from the application blank namely family background, educational qualification, co-curricular activities, work experience, exposure to related activities, scale of pay drawn, academic distinction, area of expertise and so on.
. (b) Scrutinizing the Applications Where the applications received in response to advertisement inviting applications for opening are more, it is not possible for recruitment agency to call all the applicants for interview. Hence, selection committee has to evolve some criteria like age, length of experience, level of education, percentage of marks, higher qualification, level of exposure, communal quotos, proficiency etc., to shortlist the number of applicants for the interview. .
(c) Selection Test Several tests are conducted in the selection process to ensure whether the candidate possesses the necessary qualification to fit into various positions in the organization. A) Ability Test A test designed to measure an individual’s cognitive function in a specific area, such as variety of skills, mental aptitude, problem solving, knowledge of particular field, reasoning ability, intelligence etc. This test is 12th Commerce Unit - - . .
PM used to find the suitability of a candidate for a given job role. . Aptitude test Aptitude test is a test to measure suitability of the candidates for the post/ role. It actually measures whether the candidate possess a set of skills required to perform a given job.
It helps in predicting the ability and future performance of the candidate. Aptitude test can be measured by the following ways: i) Numerical Reasoning Test - Numerical reasoning test provides information about candidate’s numerical aptitude. In other words this test measure the candidate's ability to make correct decision from numerical data. ii) Verbal Reasoning Test - It measures the candidate's ability to comprehend the written text and ability to arrive at factual conclusion from the written text.
iii) Inductive Reasoning Test - Inductive Test is one of the psychometric tests conducted in the selection process to measure the problem solving abilities and ability to apply logical reasoning. iv) Mechanical Reasoning Test - This test measures the engineering student’s ability to apply engineering concepts in actual practice. v) Diagrammatic Reasoning Test - This test measures the candidate’s ability to understand the shapes, abstract ideas and ability to observe and extract values from illustrations and apply them to new samples. vi) Spatial Reasoning Test - The test measures the candidate’s ability to clearly manipulate and remember the shapes, still images, and find out pattern which govern the sequence.