CHAPTER 4

SELECTION OF HUMAN RESOURCES

Selection

- can be defined as the process of determining from among the applicant who can meet the job requirements
and can be offered the vacant position in the organization.

Selection procedure on how

to get the most qualified applicants

STAGE 4
Making communication
decisions to select or
reject

STAGE 3
Gathering and evaluating
information about
applicants

STAGE 2
Identifying and choosing
selection
criteria, predictors, and
instruments to be used

STAGE 1
Establishing selection
procedure

THE SELECTION PROCESS

1. Preliminary Screening
2. Application Form
3. Testing and Evaluation of Result
4. In-depth Interview
5. Evaluating References
6. Physical Examination
7. Placement
1. Preliminary Screening
o The first step in the assessment of an applicant for the job is the initial interview or preliminary
screening. This step deals with obvious factors such as voice, physical appearance, personal
grooming, educational background, professional training and experience that need to be assessed.

o These are some styles of interview:

a. Structured interview follows a set a procedures and the interviewer sets the leads. Directive
interview is usually structured. Structured interviews are usually more effective in promoting
equal opportunities for all applicants.

b. Unstructured interview is where the applicant takes the lead. The unstructured interview provides
no specific reference and the applicant is given a free hand in talking about himself and the
interviewer makes an assessment.

c. Panel or round-table interview is usually done for managerial and supervisory employees. The
applicant meets a panel of interviewers and seeks to facilitate the polling of judgments with
prominent members of the working organization.

2. Application Form
o The applicant is required to fill out the company’s official application form after passing the
preliminary interview. The company’s application forms contain more information that the company
may need. Employment details are important during the interview process.

3. Testing and Evaluation of Result

o Testing in the parlance of HRM, is commonly associated with the prediction and selection of
subsequent performance on the job. Test are still the commonly used instruments for determining the
qualifications and talents of the application for a particular job. It is the most objective of all selection
instruments in the selection process.

o Test can be classified on the bases of personal characteristics sought from the applicant. They are
the following:
a) Intelligence test- refers to the theory and practice of measuring people's performance on
various diagnostic instruments (intelligence tests) as a tool for predicting future behavior and
life prospects or as a tool for identifying interventions (e.g., educational programs).

b) Apptitude test - is a way for employers to assess a candidate's abilities through a variety of
different testing formats. Aptitude tests will test your ability to perform tasks and react to
situations at work. This includes: problem-solving.

c) Interest test- is a testing instrument designed for the purpose of measuring and evaluating the
level of an individual's interest in, or preference for, a variety of activities; also known as
interest test. Meaning of Interest: An interest is a subjective attitude motivating a person to
perform a certain task.

d) Personality test- It is a questionnaire completed by prospective employees to help recruiters

identify relevant and useful personality traits. The questionnaire measures various aspects of a
 candidate's character and abilities, such as their communication, social skills and the way
they handle stress.

e) Achievement or proficiency test - An achievement test measures knowledge of specific

information (what a person knows) While a proficiency test measures what an individual can
do with what he or she knows.

4. In-depth Interview
o it is the most important part of the selection process. After passing all the tests required, the applicant
is now ready to formally enter into the selection process.

5. Evaluating References
o references are important in finally assessing the applicants worth for the position. References to be
credible must be checked with outmost confidentiality of one would like to get a true picture of the
individual who would like to join the organization.
o 3 Kinds of References
a) Academic reference

b) Character reference- may come from some persons in the community that are familiar with the
individual in their place of residences.

c) Work or experience reference- getting valid information about the applicant from the previous
job

6. Physical Examination
o The applicants undergo physical examination at the company clinic or authorized hospital to determine
the physical fitness of the applicant for the job

7. Placement
o the process of connecting the selected person and the employer in order to establish an ongoing
employment relationship. In this step the employee is given the activities he/she needs to perform and
is told about his/her duties

Types of Employees

1. Probationary- an employee is hired for a regular position based on an organizational staffing pattern. A
probationary employee can be terminated if he does not pass required reasonable standards

2. Regular and permanent employees

3. Contractual Employee- hired for a fixed period or specific project of the company.
4. Casual or Seasonal employee

5. Apprenticeships