1. The Selection Process Legal Concerns in the Selection Process
Equal employment opportunity (EEO) laws and regulations
Non-discriminatory job-related selection practices
Who is an applicant?
The employer must have taken steps to fill a particular job.
The individual must follow the application procedure.
The individual must have expressed interest in a particular position.
Applicant Flow Documentation
Employers must collect data on the race, sex, and other demographics of applicants to fulfill EEO reporting requirements.
Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

2. Selection Process Flowchart
Figure 8–3
Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

3. Applicant Job Interest
Realistic Job Preview
The process through which a job applicant receives an accurate picture of the organizational realities of the job.
Prevents the development of unrealistic job expectations that cause disenchantment, dissatisfaction, and turnover in new employees.
Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

4. Pre-Employment Screening
Pre-Screening Interview
Purpose: verify minimum qualifications
Electronic Screening
Use applicant tracking systems when:
The volume of applicants is large
The quality of hires needs to be increased
Hiring cycles need to be shortened
The cost of hiring needs to be reduced
The firm needs to reach geographic areas not visited by recruiters
Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

5. Applications Purposes of Applications Resumes as Applications
Record of applicant’s interest in the job
Provides a profile of the applicant
Basic record for applicants who are hired
Research effectiveness of the selection process
Resumes as Applications
Resumes are applications for EEO purposes.
Resumes should be retained for at least three years.
Immigration Forms (Eligibility to Work)
INS I-9 form must be completed within 72 hours.
Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

6. Application Disclaimers and Notices
Employment-at-will
Indicates the right of the employer or employee to terminate the employment relationship at any time with or without notice or cause.
References contacts
Obtains applicant’s permission to contact references.
Employment testing
Notifies applicants of required drug tests, physical exams, or other tests.
Application time limits
Indicates how long the application will remain active.
Information falsification
Indicates that false information is grounds for termination.
Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

7. Acceptable Documents for Verifying Eligibility to Work in the U.S.
Figure 8–4
Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

8. Sample Application Form
Figure 8–5
Unit - III 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA