SELECTION OF HUMAN

RESOURCE
Selection of Human Resource - is the process
of selecting a qualified person who can successfully
do a job and deliver valuable contributions to the
organization. A selection system should depend on
job analysis.
This ensures that the selection criteria are job
related and will provide meaningful organizational
value.
 What is Job Analysis?
Job analysis is having a thorough understanding
about a particular job and understanding the key skill
requirements, roles, responsibilities, workplace
processes, organizational hierarchy. After conducting a
research job analysis involves collecting job related
information and highlighting the basic requirements
needed by an employee to successfully fulfill the role
& profile in order to achieve the goals & objectives set
by the company.
 The analysis also gives an overview on the physical,
emotional & related human qualities required to
execute the job successfully.
HR managers use job analysis to do complete
research on the job requirements, work activities,
performance standards, evaluation methods and give
information to employees and prospective candidates so
that they have a better understanding on what is
required from them.
 JOB ANALYSIS is broadly divided into two
components i.e. job description and job
specification. Both these together give a complete
understanding about job title, position, location,
qualification, skills, duties, responsibilities, skills
etc.
 Job Description
Is organized, factual statements of the duties and
responsibilities of a specific job. It tells what is to be
done, how it is done, and why. It is a list of job duties,
responsibilities, reporting relationships, working
conditions and supervisory responsibilities.
Is a document which states an overview of
the duties, responsibilities and functions of a
specific job in an organization. 
 
 Job Specification
A written explanation of the minimum acceptable human
qualities necessary for effective performance of a given job.
It designates the qualities required for acceptable
performance, which are requisite education, skill, personality
and so on.
Is a statement of employee characteristics and
qualifications required for satisfactory performance
of defined duties and tasks comprising a specific job or
function.
 
 Importance of Job Analysis

Job analysis is a critical part of recruiting a person for

a particular role. Since it covers all the aspects which
would be required to complete a particular role, it is an
important way to ensure that the right candidate is
selected to deliver the right output.
 Job analysis can be beneficial for both the HR
managers (organization) and employees /
candidates. 

Job analysis aids the organization in recruitment

and selection, performance management, training
needs identification, deciding compensation and
benefits.
A good job analysis helps in understanding the following:

1. Who can perform the job?

2. When and where the job has to be done?
3. What are the salaries, benefits related to the job?
4. What educational qualifications, skill sets, work experience
is required? 
5. What is criteria for recruitment, selection, performance
evaluation, appraisal, compensation?
 HR managers uses job analysis as a tool to ensure that
the employees give their maximum output and fulfill the
objectives related to a job. They can lay down guidelines
and frameworks which would help them recruit the most
apt person, ensure they have the right skills and monitor
their roles, responsibilities & output. Job analysis helps
HR managers to decide the salaries, incentives & other
benefits in accordance with the job title and position,
location.
 Similarly, job analysis is important for employees
and prospective candidates as they get a thorough
understanding of what is actually required from them.
Employees have a clear picture on their deliverables,
the wages, workplace environment and benefits.
 A candidate while applying can easily identify the
best job for their which suits their skills, training,
previous experience, areas of interest.

Thus job analysis is a critical component for both

the managers as well as employees in maximizing the
output for the company.
 A good job analysis helps in creating a job
description and job specification, which are quite
similar terms. Hence, the difference is explained
below.

Job description and job specification are both a part

of Job analysis given by a company. There is a very
minor difference between job description and job
specification.
 Job description is used to describe the various
aspects of a job where as job specification covers the
specific parameters required to complete the job.

Job description covers parameters like roles &

responsibilities of the job, title, location where the job
is based out of, job duties, senior hierarchy,
components / softwares to be used to complete the job.
 On the other hand, job specification covers
parameters like skills required, trainings undertaken,
professional qualification, key responsibilities &
characteristics required to complete the given job.

Both of these explained together explain the job

analysis for any position in a company.
 Advantages of Job Analysis
Some of the benefits of having a job analysis are
mentioned below:
1. It helps HR managers to have a systematic plan for
recruitment and selection
2. Job analysis clearly defines the description &
specification, which highlights the job requirements, skills,
incentives.
3. It becomes easier for employees to understand their goals
& objectives.
4. HR managers can use job analysis information as a
benchmark to evaluate performance of employees and
perform their appraisal / promotions accordingly.
5. It helps in maintaining the organizational structure
by having information related to reporting manager,
job position, title and location.
 What is the ideal selection procedure to hire the
most qualified applicant?
Here are 6 ways you can improve your recruitment
process and hire the best candidate every time.
1. Look for a career-oriented person.
2. Assess for practical experience.
3. Test your candidates.
4. Determine strengths needed for the position.
5. Consider culture fit.
6. Keep improving your hiring process.
 What is the most important step in the
hiring process?
  First Contact: A candidate's first conversation
with your company, typically a call with a Recruiter,
is the most important step of the hiring process.
This phone call sets the tone, sets expectations, and
sets your company's talent bar.
 
 What questions should I ask a future employee?
The Top Interview Questions to Ask Job
Candidates
 What do you know about our company, and why do you
want to work here?
 What skills and strengths can you bring to this position?
 Can you tell me about your current job?
 What could your current company do to be more
successful?
What are the top 5 questions to ask an interviewer?

The 5 Best Questions to Ask an Interviewer

1.What do you expect from team members in this position?
2.Will those expectations change over time?
3.What is a typical day like at [company name]?
4.Where do you see the company in five years?
5.What are the next steps in the interview process?
 
 What are the top 20 interview questions?
Most Commonly Asked Interview Questions 
. Tell me about yourself.
 What are your weaknesses?
 Why should we chose you for this job?
 What are your hobbies outside of work?
 Where do you see yourself in five years' time?
 Why are you leaving your current position?
 What are you main strengths?
How do you think test can measure applicant's
ability?
Aptitude tests can measure general intelligence,
space visualization, mathematical aptitude, verbal
conceptualization, and other capabilities.
You might want to consider using aptitude tests if
you need to measure a person's capabilities and
potential.
What are employers looking for in assessment
tests?
Many large companies use pre-employment testing
to assess whether the personality, work style,
knowledge, or skills of candidates fit the job at hand or
company culture. Talent assessment tests are based
on hiring and retention case studies and analyzing
employee data.
What kind of questions are on an assessment test?
Examples of the following assessments are
available:
 Verbal Reasoning.
 Numerical Reasoning.
 Inductive Reasoning.
 Personality Questionnaire.
 Motivation Questionnaire.
 Situational Judgement.
 What are the stages of recruitment?
The recruitment process
 Stage 1 - Identify the vacancy.
 Stage 2 - Carry out a job analysis.
 Stage 3 - Create a job description.
 Stage 4 - Create a person specification.
 Stage 5 - Advertise the job.
 Stage 6 - Send out application forms or request CVs.
 Why is checking references so important?
The importance of reference checks is that
the references you contact, about different scenarios,
can give you a great indication about the person you
are interviewing or considering for an application, and
the references can help you determine if they are the
best candidate or not.
 
 What does it mean if they are checking my
references?
A reference check is when an employer contacts
people who can verify a job candidate's skills,
experience, education and work history. Speaking to
someone who knows the candidate in a professional
capacity can help the employer decide
whether the candidate would be a good fit for the role.
 
 Can you get rejected after reference check?
There are a number of reasons why you
can be rejected for a job, including after references
have been checked. For example, it could be a
matter of one or more of your references didn't pan
out. He or she might have experience in the job
and/or something more closely related than you have.
 
 What is the next step after reference check?
If your experience goes well and you are selected
as a potential candidate for the job, the next step is to
offer you the job.
Typically you only get a job offer after reference
check, they need to confirm the experience
and references you provided in you resume.
 Is a 15 minute interview a bad sign?
If a job interview only lasted 15 minutes, then it is
a bad sign. There are several explanations for why
an interview would only last this long.
It is possible the hiring manager determined you
were not fit for the position after only 15 minutes and
did not want to waste any more of your time.
 Do employers call all three references?
Hiring managers will typically ask
for three professional references, and
the references you provide should each offer unique
value to the employer.
When employers speak with these references, they
will be checking the claims in your resume and
interview.
 Does HR make the hiring decision?
HR usually controls the process but
the hiring manager controls the final decision.
Recruiting is an HR function, so before a candidate
ever makes it to a department manager, HR has
already vetted them for an interview.
 
 Is being interviewed first a good sign?
No matter the way decisions are made, step-by-step
or end-of-sequence, that tends to favor
the first candidate interview.
You might gain a slight advantage by being first,
but more often than not the distinctiveness of
candidates will suppress any order biases.
 
 What are signs that an interview went bad?
 The hiring manager doesn't maintain eye contact.
 They display negative body language.
 They seem distracted.
 They don't smile — ever.
 They cut the interview short.
 They go on the offensive.
 They pause often as they try to think of the next question.
Is it bad if an interviewer says they will call you?
Unless the employer informs you the outcome just
cross your fingers and it may be a good or bad news.
Many applied for jobs and when they say they'll call
you that means you didn't get the job.
If they wanted you they will hire you on the spot. 
 Do Successful candidates get told first?
Usually, the successful candidate is notified first by
phone. The recruitment manager or the person who
interviewed them will phone them to let them know
they have been successful and that they are being
offered the job.
The candidate will usually be asked to confirm their
acceptance. last
 . 

Thank