1. SELECTION MEANING
1.1. The process of choosing the best suited from group of applicants for particular position & properly matchingpeople with jobs
2. SELECTION PROCESS
2.1. Recruited Individual
2.2. Preliminary Screening
2.3. Review of Applications & Resumes
2.4. Selection tests
2.5. Employment Interviews
2.6. Pre-Employment Screening
2.7. (Background & Reference Checks)
2.8. Selection Decision
2.9. Physical Examination
2.10. Employed Individual
3. INTERVIEW
3.1. Types
3.1.1. Structured
3.1.2. Unstructured
3.1.3. Behaviora
3.2. Methods
3.2.1. One-on-one Interview
3.2.2. Group Interview
3.2.3. Board Interview
3.2.4. Multiple Interview
3.2.5. Video Interview
3.2.6. Stress Interview
3.3. Problem
3.3.1. Inappropriate Questions
3.3.2. Interviewer Bias
3.3.2.1. Stereotyping
3.3.2.2. Halo error
3.3.2.3. Contrast
3.3.2.4. Premature judgment
3.3.2.5. Interview Illusion
3.3.3. Interviewer Domination
3.3.4. Lack of training
3.3.5. Nonverbal Communication
4. ENVIRONMENTAL FACTOR
4.1. Other HR Functions
4.2. Legal Considerations
4.3. Speed of Decision Makin
4.4. Organizational Hierarchy
4.5. Applicant Pool
4.6. Type of Organization
4.7. Probationary Period
4.8. Organizational Fit
5. SELECTION TEST
5.1. Advantages Reliable & accurate means to predict on job performance •Saving cost Disadvantages Legal liabilities •Test Anxiety
5.2. Characteristics of properly Designed Selection Tests
5.2.1. Standardization
5.2.2. Objectivity
5.2.3. Norms
5.2.4. Reliability
5.2.5. Validity
5.2.5.1. Criterion-related
5.2.5.2. Content
5.2.5.3. Construct
5.3. Types of Test
5.3.1. Cognitive Aptitude
5.3.2. Psychomotor Abilitie
5.3.3. Job-knowledge
5.3.4. Work-sample
5.3.5. Vocational Interest
5.3.6. Personality
5.4. Unique Forms of Testing
5.4.1. Genetic Testing
5.4.2. Graphoanalysis
5.4.3. (Handwriting Analysis)
5.4.4. Polygraph Tests