Selection is the process of differentiating between applicants in order to identify and select the best and eliminating the rest. 

The follow in steps are followed in selection process:

• Preliminary Screening: After receiving the application from candidates , the same must be examined and decided to be considered and followed up. Screening includes checking the contents of the applications and to prepare a list of eligible candidates who are to be evaluated further. 
• Selection Tests: After screening the applications, eligible candidates are asked to appear for selection tests. These tests are made to measure the skill and abilities of the candidates in the terms of the requirement of the job. 

The following tests are conducted:

(a) Intelligence tests: These tests are used to judge, the mental capacity of the applicant.These tests evaluate the ability of an individual to understand instructions and make decisions. 

(b) Trade or proficiency tests: Trade tests are designed to measure the skills already acquired by the individuals. They measure the level of knowledge and proficiency in the area of profession or technical training. 

(c) Personality tests: These tests probe for the overall qualities of a person as a whole. They provide clues to a person’s emotional reactions, maturity level etc. 

(d) Interest tests: It identifies the areas in which a candidate has special concern, fascination, involvement etc. These test suggest the nature of job liked by a candidate which may bring him job satisfaction.

• Interview: It s considered as a method of personal appraisal , through face to face conversation and observation. 

Some of the methods are:

(a) Direct Interview: Under this method, direct questions are asked to the applicant, to identify his skills, character, area of interest, attitudes etc.

(b) Indirect interview: Under this method, the applicant is asked to express his opinion on any topic he likes and the interviewer listens to the views of the applicant without any intervention. This helps o assess the personality of the applicant.

(c) Patterned or structural interview: In this type of interview, the interviewer is looking for information in a particular area of interest in the organization. A number of standard questions are framed which focuses on experience, skills and personality which is to be answered by the applicant.

(d) Stress Interview: In this interview, the interviewer will intentionally try to upset the applicant, to see his reactions under pressure. This type of interview is common in high stress jobs.

(e) Board or Panel interview: In this interview a group of persons called Board or Panel asks the applicant, questions in different subjects. Immediately after the interview, they meet and discuss and evaluate the performance of the applicant on the basis of answers given by him.

• Reference and Background checks: The information is to be obtained and verified from the heads of educational institutions where the candidates have studied or from the persons names are given by the candidates as reference or from their previous employers. 
• Selection Decision: After a candidate has cleared all the hurdles in the selection procedure the employer may take a decision of selection after consulting the concerned manager who is responsible for the performance of the new employee. 
• Medical Examination: Candidates finally selected for the job are asked to undergo medical examination to see whether they are physically fit for the job. 
• Job Offer: Candidates finally selected are offered to join the organization for which a formal appointment order is issued by the organisation which contains the nature of the job, pay scale and other terms and conditions. 
• Contract of Employment: If the selected candidate decides to join the organization, he has to report to the concerned authority and formally join the organization by giving his consent in writing.