HRM CHAPTER 7: EMPLOYEE SELECTION

Employee Selection

The HRM process of selecting the right person for a job based on specific criteria such as competencies, experience, and abilities.

Selection Process

The series of steps involved in selecting a candidate for a job, including completion of application, initial interview, pre-employment testing, reference/background check, supervisor/team interview, medical exam/drug test, hiring decision, and job offer.

Steps in The Selection Process

1. Completion of Application

2. Initial Interview

3. Pre-Employment Testing

4. Reference/Background Check

5. Supervisor/Team Interview

6. Hiring Decision

7. Job Offer

Completion of Application

The process of filling out an application form that provides job-related information such as work history, academic background, and other specifications.

Initial Interview

The preliminary interview conducted in the HR department to eliminate unqualified applicants based on their apparent characteristics.

Pre-Employment Testing

Testing candidate to evaluate and predict the quality of a potential hire under certain circumstances.

Reference/Background Check

The process of checking the references and verifying the accuracy of information provided by the applicant in their resume or during an interview.

Supervisor/Team Interview

The final interview conducted by the unit or department manager to make a hiring decision.

Medical Exam/Drug Test

The pre-employment tests administered to ensure the physical ability and overall health condition of the potential hire.

Hiring Decision

The final decision made by considering the selection criteria and ensuring a person-job fit.

Job Offer

The formal offer made to the selected candidate, including the provisions of the job such as working conditions, compensation package, and relationship.

Pre-Employment Tests

Tests used to measure and screen the most qualified applicants based on attitude, behavior, personality, etc.

Job Interview

A formal conversation between a job applicant and the employer's representative to assess the suitability of the candidate for the job.

Unstructured Interview

An interview where questions are not predetermined, allowing for more questions to evolve during the interview based on the interviewee's answers.

Structured Interview

An interview where all questions are prepared beforehand and each person being interviewed is asked the same set of questions in the same way.

Panel Interview

An interview conducted by a group of interviewers who alternately ask questions to a job applicant.

Computer and Virtual Interview

An automated interview conducted online to assess the potential of a candidate.

Job Interview Do's

Guidelines to follow during a job interview, including dressing appropriately, being on time, greeting with a pleasant smile and firm handshake, bringing necessary documents, paying attention to questions, maintaining eye contact, emphasizing accomplishments, and expressing gratitude.

Job Interview Don'ts

Things to avoid during a job interview, such as arriving late, eating chewy food, drinking alcohol or smoking before the interview, responding to mobile calls and messages, mentioning negative things about former bosses or colleagues, manifesting restless movements, lying, making long pauses, telling jokes or discussing family issues, inquiring about compensation and company perks prematurely, bringing parents or others to the interview, and responding with plain "yes" or "no" answers.

Permissible Job Interview Questions

Questions that are allowed to be asked during a job interview, such as educational background, work experience, licenses and certificates, referrals, current address, professional organization membership, scheduling concerns, and uniform requirements.

Not Permissible Job Interview Questions

Questions that are not allowed to be asked during a job interview, such as graduation year, age, sexual preference, religious affiliation, national origin, parents' origin, maiden name, marital status, spouse's name and job, physical incapacities, relationship status, arrest history, and union membership.

Final Decision

The crucial step taken by the hiring committee after conducting interviews and tests to select a candidate for the job.