Selection Process

Selection is the process of choosing from a group of applicants those individuals best suited for a particular
position. Most managers recognize that employee selection is one of their most difficult, and most important,
business decisions. This process involves making a judgment -not about the applicant, but about the fit
between the applicant and the job by considering knowledge,skills and abilities and other characteristics required to perform the job Selection procedures are not carried out through standard pattern and steps in this. Process can vary from organization to organization some steps performed and considered important by one organization can be skipped by other organization.
Environmental Factors Affecting the Selection Process A permanent, standardized screening process could greatly simplify the selection process. However, development of such a process even if it were possible and desirable would not eliminate deviations to meet the unique needs of  particular situation.

Legal Considerations
Legislation, executive orders, and court decisions have a major impact on human resource management. It is important for hiring managers to see the relationship between useful and legally defensible selection tools.

Speed of Decision Making
The time available to make the selection decision can have a major effect on the selection process. Closely following selection policies and procedures can provide greater protection against legal problems; however, there are times when the pressure of business will dictate that exceptions be made.

Organizational Hierarchy
Different approaches to selection are generally taken for filling positions at different levels in the organization.

Applicant Pool
The number of applicants for a particular job can also affect the selection process. The process can be truly
selective only if there are several qualified applicants for a particular position. The number of people hired for a particular job compared to the individuals in the applicant pool is often expressed as a selection ratio.

Type of Organization
The sector of the economy in which individuals are to be employed private,  governmental, or not-forprofit can also affect the selection process.

Probationary Period
Many firms use a probationary period that permits evaluating an employee's ability based on performance. This may be either a substitute for certain phases of the selection process or a check on the validity of the process.

Selection Criteria
Mostly the selection of applicant depends upon the
following factors or criterions.
1. EDUCATION
2. COMPETENCIES
3. EXPERIENCE
4. SKILLS AND ABILITIES
5. PERSONAL CHARACTERISTICS

Applicant who is best fit should be hired instead of hiring a person with extra ordinary skills it means right person for right job should be hired person who is over or under qualified for the particular job will not be able to adjust in the organization.

STEPS IN THE SELECTION PROCESS
The selection process typically begins with the preliminary interview; next, candidates complete the application for employment. They progress through a series of selection tests, the employment interview, and reference and background checks. The successful applicant receives a company physical examination and is employed if the results are satisfactory. Several external and internal factors impact the selection process, and the manager must take them into account in making selection decisions. Typically selection process consists of the following steps but it is not necessary that all organization go through all these steps as per requirement of the organization some steps can be skipped while performing the selection process.
1. Initial Screening
2. Application Blank
3. Pre-employment Testing
. General Intelligence Tests
. Aptitude Tests
. Personality and Interest Tests
. Achievement Tests
. Honesty Tests
4. Interview
. Structured Interview
. Unstructured Interview
. Mixed Interview
5. Background Checks
6. Conditional job offer
7. Medical Exam/Drug Tests
8. Final Selection Decision

Yes. I believe that it ensures that I am fit for the job.

The interviewer is looking for sales skills and your strategic process in dealing with physicians.

Dr. Michael Baden

Because he is a well-known and respected Forensic Pathologist. My dream job

Dr. Michael Baden is the former Chief Medical Examiner of New York City and is presently the chief forensic pathologist for the New York State Police. He received a B.S. Degree from the City College of New York and an M.D. Degree from New York University School of Medicine. He trained in internal medicine and pathology at Bellevue Hospital Medical Center where he was intern, resident and Chief Resident. He has been a medical examiner for forty-five years and has performed more than 20,000 medico-legal autopsies. He has held professorial teaching appointments at Albert Einstein Medical School, Albany Medical College, New York University, New York Law School and John Jay College of Criminal Justice. He has been a consultant to the Federal Bureau of Investigation, Veteran's Administration, Bureau of Alcohol, Tobacco and Firearm's, Drug Enforcement Agency and the United States Department of Justice.

Alternate Answer:
There are lots of people I admire for different reasons - they include: Johnny Depp for his acting, Germaine Greer for her honesty and original thinking, Nelson Mandela for his bravery....

At the moment I most admire Al Gore because of his strong beliefs and conviction - especially about Global Warming. We need a clear leader on this and for me he is doing a great job.

Alternate Answer:
I admire my parents. Because they do a lot of great things and really look out for me, and they're not plastic like some celebrities.
I know what they've been through, and I know it's tough, and yet they still do what they do best. I really respect and admire them for that.

Be the first one to answer the question Click here to answer

Be the first one to answer the question Click here to answer

THOUGHT PROCESS: The Hiring Manager is looking for your perception of what the representative does every day. They are also looking for work ethic (working early, late) and commitment to getting the job done. The more you can parallel what you are currently doing to the pharmaceutical representative's day, the better off you are. Show them you have done research and have spoken with someone in the industry.
*Note: If you can ride with a representative do that.
This is a selling position-DO NOT SAY THIS IS A PUBLIC RELATIONS POSITION. Do NOT answer, "Drop samples and have dialogue with physicians."
Your interview is dead with that answer

SAMPLE ANSWER: I have an idea of what the day is like for a pharmaceutical representative and I think it parallels some of what my normal day is like. As a representative I would see as many of my assigned physicians as possible and sell them on why they should use my drug over the competition. I know some physicians are difficult to reach, so I would try to catch them early (6-7AM) in the hospital or after hours, like I have to do with some of my customers. Some days I would utilize a lunch to better impact difficult to see physicians. After 5:00 PM I would enter my calls in the computer (or after each call) and pick up e-mails. At night I would look over pre-call planning for my next day. I don't know if you entertain physicians like I do with my customers currently but I would do some entertaining at night (restaurant) or on the weekends, (golf, hunting, fishing)-whatever it takes to beat my numbers.

THOUGHT PROCESS: The Hiring Manger is looking for sales skills and your strategic process in dealing with physicians.

SAMPLE ANSWER: First, I would NOT expect the physician to make a sudden change to my drug if he is happy with the drug he is currently prescribing. I am going to have to start small and expand his usage (nibble away market share). I would determine what influences his behavior: reprints, speaker programs, peers, and formularies. I would use a combination of the appropriate tools to gain physician agreement on my drug's effectiveness. After this, I would gain commitment from him to use the drug on a specific patient type. After the physician has tried my drug on this patient type, I would get him to notice the success on this patient when the patient comes back in for a follow up visit. When the physician admitted efficacy, I would then gain commitment for use in other patient types. This is comparable with my current business.