SELECTI

ON
What is Selection?

Selection is the process of

picking or choosing the
right candidate, who is
most suitable for a vacant
 The Selection process typically
includes the following steps:
1. Establishing the selection 5. Interview by the
criteria supervisor/manager or panel
2. Requesting applicants to interviewers.
complete the application 6. Verifying information
form provided by the applicant
3. Screening by listing 7. Requesting the applicant to
applicants who seem to undergo psychological and
meet the set criteria physical examination.
4. Screening interview to 8. Informing the applicant that
Establishing the selection
criteria

 Job design must be based on the

objective analysis of position recruitments
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.
 Requesting applicants to
complete the applicant form

Applicant forms must be

completed because these provide
the needed information about the
applicant
 Screen listing applicants
who seem to meet the set
criteria
Thisis involves the preparation
of a shortlist of applicants who
meet the minimum
requirements of the job
position to be filled.
 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 supervisors/ manager;
 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
supervisors/ manager or panel
interviews.
 Verifying information
provided by the
applicants
To make sure that the
applicant has not given
false information about
himself or herself,
verification is necessary.
Requesting the applicant to
undergo psychological and
physical and 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 hiring.
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.
 Types of job
interview
 Structured Interview – The interviewer asks the applicant to answer
a set of prepared questions—situational, job simulation, and worker
requirement questions.
 Unstructured Interview – The interviewer has no interview guide
and may ask questions freely.
 One-on-one Interview – One interviewer is assigned to interview
the applicant.
 Panel Interview – Several interviewers or a panel interviewer may
conduct the interview of applicants; three to five interviewers take turns
in asking questions.
 Types of Employment
Tests
 Intelligence tests – designed to measure the applicant’s mental
capacity; test his or her cognitive capacity, speed of thinking, and
ability to see relationships in problematic situations
 Proficiency and aptitude tests – tests of his or her present skills
and potential for learning other skills
 Personality tests – designed to reveal the applicant’s personal
characteristics and ability to relate with others
 Vocational tests – tests that show the occupation best suited to
an applicant.
 Limitations of the
Selection Process
 Inreality, there is no one perfect way to
select a firm’s human resources Predicting
performance is difficult as there is a
difference between what individuals can
do at present and what they will do in the
future.