HRESD_CHAPTER 4 SELECTION PROCESS

Selection

process of determining from among the applicants who can meet the job requirements and can be offered the vacant position in the organization.

Personnel Requirement Form

The different departments of the organization make personal requisitions to the HRD on their manpower requirement through this and duly approved by the management concerned.

Stage 1

What stages is this? Establishing selection procedure. Successful employee selection is dependent on a clear understanding of a job’s components.

Stage 2

What stages is this? Identify and choose selection criteria, predictors and instruments to be used. Weighing job duties can help the employer assess the qualifications of competing candidates.

Stage 3

What stages is this? Gather and evaluate information about applicants. Applicant skills can be evaluated through applications, interviews, tests, reference checks, letters of recommendation, and physicals.

Stage 4

What stages is this? Make communication decisions whether to select or reject. Following a thorough selection process enables you to base a decision on substantial data rather than on intuition alone.

Human Resource Development

is a staff department and has a functional authority to assist line managers in all related personnel functions.

Selection

tries to match the personal qualities of the applicants with the job requirements. This matching procedure begins with and is based upon an evaluation of the applicant’s strengths and weaknesses. The results of this evaluation are then measured against the job standards of the position.

Selection Process

series of hurdles that applicants must clear in order to obtain the job.

series of hurdles that applicants must clear in order to obtain the job.

• first step in the assessment of an applicant for the job.

• deals with obvious factors such as voice, physical appearance, personal grooming, educational background, professional training and experience that need to be assessed.

Aptitude and interest

indicate our natural abilities, capacity for learning and desires to do certain jobs.

Aptitude and needs

indicate an applicant's frame of mind, emotional and mental maturity, sense of responsibility and authority, and future motivation.

Analytical and manipulative activities

indicate our thinking process, intelligence level and ability to use knowledge effectively in any assigned task.

Skills and technical abilities

indicate ability to perform specific operations and technical aspects of the job. This results from education, training, and experience and tends to predict what one can do if properly placed, oriented, developed and motivated.

Health, energy and stamina

indicate physical ability to perform the assigned task satisfactorily especially those involving manual and managerial duties.

The person's value system

provides a clue to motivation, goals, objectives and work values and perseverance.

Structural interview

follows a set procedure and the interviewers set the lead. Directive interviews are usually structured and are usually more effective in promoting equal opportunity for all applicants.

Unstructured interview

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

Panel or round table interview

usually done for managerial and supervisory employees. The applicants meet a panel of interviewers and seek to facilitate the polling of judgements with prominent members of the working organization.

The Application Form

is required to fill out the company's official application form after passing the preliminary interview. It vary from company to company. Employment details are important during the interview process.

Graphology

some companies would require the applicant to write in not less than 200 words of his work or life experiences. This can reveal the level of intelligence, emotional stability, imagination, and ability to work with others as well as discover talents and capacities.

Tests

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.

Intelligence Test

widely used to measure mental ability or general learning ability. is one’s personal capacity for learning and doing things that he learns. This type of test is able to predict the general capacity for learning or problem-solving.

Culture Fair Intelligence Test, Raven’s Progressive Matrices test

Examples of Intelligence Test

Aptitude test

measures the person’s capacity to learn a given job, provided there is adequate training. This type of test is usually administered for mechanical and clerical positions.

Differential Aptitude Test, Occupational Aptitude Survey and Interest (OASIS) - Aptitude

Examples of Aptitude Tests

Interest Test

derived from hereditary and environmental factors. It tries to predict the success in the job if the person’s interest and the job are properly matched. If this interest is in art, the nature of the job must be related to art works.

Thrust one Interest Schedule, Occupational Aptitude Survey and Interest (OASIS) - Interest

Example of Interest Test

Personality Test

considered as an important instrument to test the personality of an applicant especially for supervisory and managerial positions, as they have to relate with their co-workers in the industry.

16 Personality Factor Questionnaires (16PF), Comfrey Personality Scale (CPS) by Andrew L. Comfrey, Edwards Personal Preference Schedule, Minnesota Multiphasic Personality Inventory, California Test of Personality, The Hand Test, House Tree Person, Sentence Completion

Examples of Personality Tests

Achievement Proficiency Test

tries to measure the applicant’s knowledge of a given job. It tries to eliminate “trade bluffers” who profess to know a particular type of work.

Trade bluffers

are people who claim knowledge of a particular type of work or experience that they do not actually possess.

Work sampling

is commonly used to determine the individual ability to perform a certain type of work.

trade test

is a part of this type of measuring the ability to perform a certain type of task.

Flanagan Industrial Task by Dr. John Flanagan

Example of Achievement Proficiency Test

Honesty tests

may be prohibited by law in some instances and it is doubtful that they are very helpful. This trait may be measured in part by checking references.

In-Depth Interview

most important part of the selection process. After passing all tests required, the applicant is now ready to formally enter into the selection process.

Knowledge

better understanding of the psychology of the person is an important factor in the interview. The interviewer must know the behavior of the person and must be able to determine and decipher the answers to questions as he may take down important details during the interview process.

Empathy

the interviewer must be able to discover the inner behavior of this individual by understanding his own personality and relate this with the feelings of the applicant. This requires tact and experience.

Communication skills

refers to the use of language, gestures, and voice inflection. Words must be carefully chosen to put the individual at ease during the interview and draw from him in the inner self that is necessary to fully assess the individual’s fitness to the job.

Reference

are important in finally assessing the applicant’s worth for the position.

Physical Examination

• may be the last hurdle in the selection process.

• Applicants undergo physical examination at the company clinic or an authorized hospital to determine the physical fitness of the applicant for the job.

Placements

• The applicant who is cleared in all requirements is finally offered the job.

• Final acceptance for production workers is usually dependent on the approval of the immediate manager or supervisor of the department where the applicant will be assigned. In practice, the approval is usually arranged early in the selection process.

Probationary

an employee is hired for a regular position based on an organizational staffing pattern. On an organizational staffing pattern. A probationary employee can be terminated if he does not pass required reasonable standards in the performance of the job or there exists a just cause for his termination.

Regular and Permanent Employee

an employee who passed the probationary period and is performing a regular activity in the business of the company, covered in the regular company staffing system.

Contractual Employee

employee is hired for a fixed period or specific project of the company. Direct hiring of contractual employees should not be more than six months or else they may be converted to regular employees. Hiring contractual is usually done through an employment agency to avoid regular employment.

Casual or Seasonal Employee

an employee is hired for a particular work or service that is seasonal in nature. Employment is temporary according to the volume of work.

Apprenticeships

the development of required skills for a particular type of work. It is a learner's job to familiarize him with the required skills. They may be regular or probationary employees after passing the trade skills test during the apprenticeship period. Some may come from on-the-job training required of students to graduate with a certain degree.