A comprehensive selection process involves the various steps
(i) Application Blank
Companies either supply pre-printed application forms or direct the candidates to download the forms uploaded in their respective websites.
(ii) Scrutinizing the Applications
(a) After the applications received in response to advertisement inviting applications for opening or more.
(b) It is not possible for recruitment agency to call all the applicants for interview. To shortlist the number of applicants for the interview.
(iii) Selection Test
Several tests are conducted in the selection process to ensure whether the candidate possess the necessary qualification to fit into various positions in the organization.
(iv) Interview
(a) In other words interview represents a face to face interaction between the interviewer and interviewee.
(b) According to Scott and others "an interview is a purpose fuIl exchange of ideas, the answering of questions and communication between two or more persons."
(v) Physical Examination or Medical Examination
(a) The last technique used in selection process in medical examination.
(b) It determines an applicant's physical ability to perform a specific job.
(vi) Reference Check
(a) Reference check is done to know reliability and trust worthiness of the candidate.
(b) The selector decides the selection worthiness of the candidate based on the reference and recommendation given by referees.
(vii) Final Selection
(a) The successful candidate who passed through various stages of selection process will be called for final interview.
(b) These candidates are briefed about the rules and regulations of the organization.
(viii) Contract of Employment
After the final selection process is completed, certain documents are expected to be signed both by the organization and the candidate.

(i) Good Talent:
Proper selection system enables the organization to appoint talented persons for various activities and thereby leading to improved productivity and profitability of the organisation.
(ii) Better Eficiency :
Selection of right person to the right job is sure to produce better quality of work and may facilitate faster achievement of objectives. This will help in greater measure to tone up the overall efficiency of organisation.
(iii) Reduced Cost of Trainning and Development : 
Better selection of candidates definitely reduces the cost of training because qualified personnel have better grasping power.
If they select suitable candidates for suitable job. they can easily understand the techniques of the work better in quick time.
Besides, the organization can develop different training programmes for different persons on the basis of their individual differences. thus reducing the time and cost of training considerably.
(iv) Reduced Turnover :
Proper selection of candidates contributes to low labour turnover. This will inturn help the organisation to minimize recruitment cost.
(v) Job motivtion:
If the right person is selected for the right job, it tends to motivate the person to work more effectively and efficiently.
They feel that their skills are properly used and they tend to contribute more attention to the job.
(vi) Other Benifits:
Proper selection of candidates reduces absenteeism.
They would pay better attention to their jobs and take safety precautions on their own accord would minimize the occurance of work place accidents.

Factors influencing employee selection process are listed below:
(i) Nature of Post :
The process of selection of employee varies according to type of personnel to be recruited. For instance, selection process of probationary officer of a bank differs from that of selection of officer for Indian Police Service. 
(ii) Number of Candidates :
Selection process depends on the response of candidates to the advertisement inviting applications for the post. For instance, for clerical and other physical jobs, more candidate tend to apply. Hence short listing needs to be done. 
(iii) Selection Policy :
The selection policy and selection process are inter-related. For example some organizations put in place tougher selection process involving several steps to identify the best fit while certain other organizations just conduct straight interview and thus cutting short the selection procedure.
(iv)  Cost factor / Budget :
The longer selection process entails higher cost. Hence, organizations which cannot afford to spend a larger resource tend to shorten selection process while organizations with sound financial condition can afford to adopt lengthier selection process.
(vi) Level of Educational Qualities and Experience and Exposure: 
The process of selection depends on the experience and educational qualification, and exposure required for the post. For example for selection of finance officer, treasurer, legal adviser, designer, architecture, CEOs, scientist, chairman etc.

Personality test comprises of following tests:
(i) Interest test:  Interest test measures a candidate's extent of interest in a particular area chosen by him/her so that organization can assign the job suited to his/her in term.
(ii) Personality Inventory test: Under this method standardise questionnaire is administered to the candidate to find out traits like interpersonal rapport, dominance, intravertness, extravertness, self confidence, lower sign quality etc.
(iii) Projective Test/Thematic appreciation test : This test measures the candidate's values, attitude apprehensive personality etc. out of the interpretation or narration given by the candidate to the pictures, figures etc. shown to him in the test situation.
(iv) Attitude test : This test measures candidate's tendencies towards the people, situation, action and related things. For example, moral study and values study.

(i) Numerical Reasoning Test : Numerical reasoning test provides information about candidate's numerical aptitude.
(ii) Verbal Reasoning Test: It measures the candidate's ability to comprehend the written text and ability to arrive at factual conclusion from the written test.
(iii) Inductive Reasoning Test: Inductive test is one of the psychometric tests conducted in the selection process to measure the problem solving abilities and ability to apply logical reasoning.
(iv) Mechanical Reasoning Test: This test measures the engineering student's ability to apply engineering concepts in actual practice.
(v) Diagrammatic Reasoning Test : This test measures the candidate's ability to understand the shapes, abstract ideas and ability to observe and extract values from illustrations and apply them to new samples.
(vi) Spatial Reasoning Test : The test measures the candi ate's ability to clearly manipulate and remember the shapes, still images, and find out pattern which govern the sequence