SELECTION

ORGANIZATION MANAGEMENT

By: Angelica S. Amando 11-ABM

SELECTION PROCESS
1. ESTABLISHING THE SELECTION OF CRITERIA
 Selecting human resources in an organization requires understanding of
the nature and purpose of the job position which has to be filled. Job
design must be based on the objective analysis of position requirements
and must meet both organizational and individual needs . Skills must
also be considered depending on the job position and its position in the
organizational hierarchy .
2. REQUESTING APPLICANTS TO COMPLETE THE
APPLICATION FORM
 Application forms must be completed because these provide the needed
information about the applicant . Management will find it easier to
decide whether an applicant meets the minimum requirements for
experience , education, etc . , if the application forms are accurately
filled out by the applicant.
3. Screening by listing applicants who seem to meet
the set criteria
 This involves the preparation of shortlist of applicants who meet
the minimum requirements of the job position to be filled. It is
done to avoid wasting of time by conducting interviews with
applicants who do not meet the set criteria for the job opening.

STEP 1: Determining a need

Job Analysis

STEP 2: Application search and selection

a) Recruitment
b) Screening and Selection
c) Interviews

STEP 3: Decision-making process

a) Making a decision
b) Notification and employment

Step 4:Adaptation to the workplace

Orientation
4. Screening interview to identify more promising
applicants
 Here, a shortlist of applicants is prepared. Included in the list are
the applicants who will be asked to undergo formal interview by
the supervisor/manager; applicants who are deemed to be the most
fitted for the job opening belong to this shorter list.
5. Interview by the supervisor/manager or panel
interviews
 Through formal interview of the most promising applicants,other
characteristics of the applicants may be revealed or observed by the
supervisor/manager or panel interviewers. Such characteristics include
the applicants well with others, and positive or negative life experiences
which may affect his or her job performance ,among others. Interview
must be trained so that they will know what to look for.
6. verifying information provided by the applicant
 To make sure that the applicant has not given false information about
himself or herself , verification is necessary. Background checking must
also be done to avoid the hiring of applicants with criminal record and to
start ascertain that he or she has good moral character.
7. Requesting the applicant to undergo
psychological and physical examination
 Having a healthy mind and a healthy body is important
for good job performance .Hence, applicants must be
requested to undergo psychological and physical
examinations prior to bring.

8. Informing the applicant that he or she has been

chosen for the position applied for
 Informing the applicant may be done verbally or in
writing by the managers who give the final decision
regarding the applicant’s hiring. Final instructions
regarding the company’s rules and regulations for
hiring an applicant must be given in the step.