DESIGNING SELECTION CRITERIA

AND METHODS

Prepared by:
Aakansha Singh
(20165001)
Ann Augustine (20165004)
Charmi Chauhan
(20165008)
Divyang Patel (20165011)
Sharvil Kotadiya
(20165034)
Shrey Hadvani (20165037)

WHAT IS SELECTION?
Finding the interested candidates who have submitted their
profiles for a particular job is the process of recruitment, and
choosing the best and most suitable candidates among them is
the process of selection.
Selection process starts with the completion of recruitment
process.
The selection process follows the optimum fit between the job
and the person.

DESIGNING THE SELECTION

CRITERIA
Criteria development means determining which sources of
information will be used and how those sources will be scored
during the interview.
The criteria should be related directly to the job analysis and the
job specifications. In addition to this, include things like personality
or cultural fit, which would also be part of criteria development.

This process usually involves discussing professional skills,

personal skills and personal characteristics/data that are required
to be successful at any given job.
By developing the criteria before reviewing any rsums, the HR
manager or manager can be sure he or she is being fair in
selecting people to interview.

METHODS FOR SELECTION

INVITING, RECEIVING AND SCRUTINY OF APPLICATION

Applicants

must submit application form along with different information.

In this first step, all the application forms should be evaluated and only those
application forms which fulfill the minimum requirement as per job specification
are selected for second step. Some application forms which do not fulfill all
requirement should be rejected.
Selected candidates from this step are called short listed candidates. So,
through the step, only eligible candidates for further selection process are
selected.

WRITTEN AND PSYCHOLOGICAL TEST

Intelligence

(cognitive ability) tests

Personality tests
Ability tests
Aptitude tests (no prior knowledge assumed)
Attainment tests

PERSONAL INTERVIEW
Unstructured

and Structured Interviews

REFERENCE CHECK
Many

times job applicants are required to produce some sort of documentary

evidence that they performed satisfactorily in one or more of their past
positions.
Previous employers and schools provide useful information.

MEDICAL EXAMINATION
Your

prospective employer may request medical examination procedures to

ensure you are of sound physical health to handle the job offered.
Depending on the type of the job, the exam may include drug and
psychological tests.

FINAL SELECTION AND PLACEMENT

At

this step, the candidate is given the appointment letter to join the
organization on a particular date and a suitable job is allocated to the
appointed candidate.

COMPANY PROFILE
Tata Consultancy Services Limited(TCS) is an Indian multinational
information technology(IT) service , consultingand Business solution
company headquartered in Mumbai,Maharashtra.It is a subsidiary
of theTata Groupand operates in 46 countries.
TCS
is one of the largest Indian companies byMarket
capitalization($80 billion).
TCS is now placed among the Big 4 most valuable IT services
brands worldwide.In 2015, TCS is ranked 64th overall in theForbes
World's Most Innovative Companies ranking, making it both the
highest-ranked IT services company and the first Indian company . It
is the world's 10th largest IT services provider, measured by the
revenues.
Total employee: 371,519
Natarajan Chandrasekaran is CEO of TCS.

SELECTION PROCESS

Internal process for selection

1.
2.
3.
4.
5.

Interview
Presentation
Case Study Analysis
Leadership Quality
According to their performance

External Process for selection

1.
2.
3.
4.
5.
6.

Written Aptitude test

Interview (technical & non-technical)
Case study analysis
Presentation
Leadership quality
Negotiation

HR CHALLENGES

The biggest challenge for such professionals is to source or

recruit the best people or potential candidate for the
organisation.
In the last few years, the job market has undergone some
fundamental changes in terms of technologies, sources of
recruitment, competition in the market etc.
Increase in staff mobility due to globalization of business
environment
Recruitment is considered to be a thankless job. Even if the
organisation is achieving results, HR department or
professionals are not thanked for recruiting the right
employees and performers.

COMPANY PROFILE

Infosys Limited is an Indian multinational corporation that provides business

consulting, information technology and outsourcing services. Infosys was cofounded in 1981 by 7 Engineers.It has the main headquarter in Bengaluru,
Karnataka. Vishal Sikka is the CEO and MD of Infosys.
It is the third-largest Indian IT services company by 2016 revenues; market
valuewas$42.51 billion, making it India's sixth largest publicly traded
company.
Infosys has a total of 193,383 employees as of 15 January 2016, of which 35%
were women. Out of its total workforce, 93.8% are software professionals and
remaining 6% work for support and sales.
During FY 2014-15, Infosys received 1,519,678 applications from prospective
employees and had a gross addition of 53,386 employees.

SOURCES OF SELECTION
Candidate
Sources

Internal
Sources

External
Sources

TYPES OF INTERNAL SOURCES

Present Employees
Former Employees
Retirements

Employee Referrals
Popularly knowns as Referral Scheme Buddy Scheme
Referral Reward

1-3 years relevant experience amount to be paid 10000/More than 3 years experience amount to be paid 15000/Project manager and above position than pay 25000/-

Previous Applicants

TYPES OF EXTERNAL SOURCES

Campus Placement
Engineering Institutes
Management Institutes

OFF Campus
Job Fairs
Consultants
Industries

SELECTION PROCESS
Initial Screening
Application Form
Various Test

Aptitude Test
Intelligence Test
Personality Test
Graphology Test
Medical Test

Interviews
Formal Interviews
Patterned Interviews
Depth Interviews
Stress Interviews

Physical Examination
Employment Decision

COMPARISON:
TCS

Total Employees

371,519

INFOSYS

193,383

Primary Source of
Recruitment for lateral
employees

Consultancy

Internal Referrals

Preferred Source

Internal

Internal

COMPANY PROFILE

The bank was incorporated in August 1994 in the name of

'HDFC Bank Limited', with its registered office in Mumbai,
India.
Bank commenced in operations as a scheduled commercial
bank in January 1995.
It is the second largest private bank in India.
It has about 87,555 employees

SELECTION CRITERIA AND METHODS FOR

HR EXECUTIVE:
Candidate sourcing
Validating the short listed profiles.
Scheduling Interviews.
Pre-employment check.
Prepare Fitment
Handing over appointment letter to the selected candidates.

CANDIDATE SOURCING:
Internal sources
Employee referral
External resources

Recruitment

agencies
External job posting
college/campus requirement
Requirement advertisement.

SELECTION/INTERVIEW PROCESS:
Aptitude test
Technical interview
HR interview

CANDIDATE PROFILE:
Should be MBA graduate qualified.
No back logs.
Should be above 50% in 10th,12th and graduation.
Freshers / experienced both can apply.
Command on communication skills.

COMPANY PROFILE
ICICI Bank(Industrial Credit and Investment Corporation of
India)
is
anIndianmultinationalbankingandfinancial
servicescompany
headquartered
inMumbai,Maharashtra,India, with its registered office
inVadodara.
In 2014, it was the second largest bank in India in terms of
assets and third in term ofmarket capitalisation.
The bank has a network of 4,450 branches and 13,995 ATMs
in India, and has a presence in 19 countries including India.
ICICI has 74096 employees till 10 April, 2016. In which 40
percent is women in total workforce.

SELECTION CRITERIA FOR HR MANAGER

IN ICICI
Academic qualifications- Minimum 60 % in 12th and 10th
examination boards and minimum 55% in graduation.
Work Experience after graduation- Minimum of 3 years
(full time experience across industries).
Age- Applicants should not exceed 30 years of age

SELECTION PROCESS OF ICICI

Steps in the selection process:
Preliminary

Screening
Application Blank
Employment Tests
Selection Interview
Medical or Physical Examination
Checking Reference
Final Approval

CHALLENGES FOR SELECTION

Fairness : Fairness is selection requires that no individual should

be discriminated against on the basis of religion, region, race or
gender.

Reliability: A reliable method is one that will produce consistent

results when repeated in similar situations. Like a validated test,
a reliable test may fail to predict job performance with precision.

Pressure: Pressure is brought on the selectors by the test that

are been conducted so that they can know that how better
person can work in pressure.

Assessment centers
A

set of tests designed for selection

To check performance of candidate
Realistic job previews, lateral thinking exercises, psychometric tests
and practical demonstrations are all popular events in an
assessment center.

HR SELECTION TECHNIQUES

PRELIMINARY SCREENING
Job Posted

Applicatio
n Received

Matching
with
Criteria
Called for
preliminar
y
Interview

Not
Matching
with
Criteria

Telephone

Interviews

Small

companies conduct telephone interviews or surveys to

determine interest in new products, or measure the customer
satisfaction of existing products. They also determine the needs and
wants of customers through phone interviews.

Pros of telephone selection are:

Wide Geographic Access

Cost- and Time-Effective

Cons of telephone election are:

Less Control
Limited Complexity of Questions

IN-PERSON INTERVIEWS

Face-to-face

interviews take time, which is one of the reasons the

applicant pool should be narrowed by conducting preliminary screening
and telephone interviewing.

Pros of In-person interviews are:

Easy correction of speech
Development of relationship
Selection of suitable candidate
Sufficient information
Time saving and Less costly

Cons of In-person interviews are:

Incomplete process
No record
Time consuming
Inefficiency of the interviewer
Not suitable for personal matters

Cultural

Fit Selection

Cultural fit means the candidate's values align with the

organization's values.
A process designed to determine which candidate fits the
organizational culture.
Qualifications aside, an important factor in the hiring decision is
cultural fit.

Group

The group of candidates is given a topic or a situation, given a few minutes

to think about the same, and then asked to discuss the topic among
themselves for 15-20 minutes.

Pros of group discussion are:

Discussion

More productive
Learn things
Information Exchange

Cons of group discussion are:

Time consuming
No Individual thinking

VETTING CANDIDATES

Selecting most suitable candidate

Offering a conditional job letter to candidate
The final stage in what's now become the vetting process consists of preemployment matters, such as background checks and drug testing.

CHALLENGES OF EMPLOYEE SELECTION TECHNIQUES

Job-Related Criteria

Managerial Training

Expenses

Reference Checking