CHAPTER 5

“SELECTION”

REGINA CARMELLI CO
DANA MAE DABU
 SELECTION
- Selection is the process of
picking or choosing the right
candidate, who is most suitable
for a vacant job position in an
organization.
- The selection of a right applicant
for a vacant position will be an
asset to the organization, which
will be helping the organization in
reaching its objectives.
 CHAPTER 5 INTRODUCTION (HRM)

Human resource planning is a process by which an organization

ensures that:
>it has the right number and kinds of people
>it the right place/time
>capable of effectively and efficiently completing those
tasks that will help the organization achieve its overall
strategic objectives
 THE SELECTION PROCESS

- The selection process can be defined as the

process of selection and shortlisting of the
right candidates with the necessary
qualifications and skill set to fill the vacancies
in an organization.
- The selection process varies from industry
to industry, company to company and even
amongst departments of the same company.
 CRITERIA DEVELOPMENT
AND RESUME REVIEW
- Many HR professionals and
managers develop the criteria for
hiring, as well as the interview
questions, before reviewing any
résumés. This allows for a
streamlined process with specific
guidelines already set before
reviewing a résumé.
 INTERVIEW
- An interview is essentially a
structured conversation where one
participant asks questions, and the
other provides answers. In common ,
the word "interview" refers to a one-
on-one conversation between an
interviewer and an interviewee.
 TESTING AND SELECTING
TESTING
- A variety of tests may be given upon successful completion of
an interview. These employment tests a person’s in relation to
another candidate. The major categories of tests include the
following:

Cognitive ability tests

- it can measure reasoning skills , math skills , and verbal skills .

Personality tests
- personality factors may be measured and then compared with
successful employee scores.
Physical ability tests
- Some institution also requires physical ability test ; for example
is to earn a position in a fire department you may have to be able
to carry one hundred pounds up three flights of stairs

Job knowledge tests

- Measure the candidate’s level of understanding about a
particular job. For example , a job knowledge test may require an
engineer to write cod in given period of time or may ask
candidates to solve a case study problem related to the job.

Work sample
- In the advertising business , this may include a portfolio of
designs , or for a project plans or budgets . When applying for a
representative position .
SELECTING
- Why Careful Selection is Important
The importance of selecting the right
employees
– Organizational performance always depends
in part on subordinates having the right skills
and attributes.
– Recruiting and hiring employees is costly.
– The legal implications of incompetent hiring
•EEO laws and court decisions related to
nondiscriminatory selection procedures
•The liability of negligent hiring of workers with
questionable backgrounds.
 
 MAKING THE OFFER
• Oftentimes once the decision is made
to hire a candidate, HR professionals
feel their job is finished. But making
the offer to the chosen candidate can
be equally as important as the
interview process. If the offer is not
handled properly, you can lose the
candidate, or if the candidates takes
the job, he or she could start off on the
wrong foot.
 CASES AND PROBLEMS

• Human resource management is the process of

employing people, training them, compensating
them, developing policies relating to the
workplace, and developing strategies to retain
employees. Three certification exams, which are
offered by the Human Resource Certification
Institute, can be taken to show HRM skills and
become more marketable.