Module 4

Learning Objectives:
At the end of the session, the students must have:
 explained why selection process is important; and
 identified the steps in the selection process
 Employee Selection is the process of interviewing and evaluating the candidates for a specific job and selecting an
individual for employment based on certain criteria (qualifications, skills and Experience). Employee selection can range
from a very simple process to a very complicated process depending on the firm hiring and the position.

Why Selection Process is Important

1) Performance always depends in part on employees. Those who don’t have the right skills won’t perform
effectively and the overall performance in turn will suffer. The time to screen out undesirable performers is
before they become part of the organization, not after.
2) It’s costly to recruit and hire employees.
3) Company objectives are better achieved by workers who have been properly selected based on their
qualifications.
4) An incompetent worker is a liability to the company causing direct losses in terms of substandard performance
and low productivity, and sometimes a potential source of problems to management, his/her co-workers, and
customers.
5) Applicants have varying degree of intelligence, aptitudes, and abilities.
6) Labor laws protect employees making it difficult to terminate or dismiss an incompetent employee.

Selection Process

1.) Define the job before hiring an employee. This is where job analysis comes in since it will help you prepare the
job description and job specifications which in turn will define the recruitment strategy.

2.) Review application form and credentials carefully. This provides basic employment information that can be used
to screen out unqualified applications. Take note of the following information during your review of application
form:
a. Employment gaps. These gaps include dates of employment listed only in years so that the actual day and month
of employment ending are masked.
b. Spelling, grammar, and punctuation. Failure to do these details on their resume and application should be noted
by the employer.
c. Evidence that a career has gone backwards or plateaued. In a career that is progressing successfully, an
applicant’s resume should show evidence that job titles and job description have improved as the year
progresses.
d. Failure to follow directions. Failure in this manner is harmful specially to job applicants because the employer
might think the applicant doesn’t have the ability to work in an organized and effective manner.
e. Failing to include a cover letter. Failing to include this would entail failing to demonstrate how you stand out
from the rest of the applicants.
*Resume – this should show details about the qualifications and experience of the candidate you seek
to fill the job.
*Cover letters – this letter saves you time, connects the candidate’s relevant experience to the advertised
job, and provides insight into the candidate’s skills, characteristics and experience.
*Employment Application – collects consistent information in a uniform format from every applicant
since employers uses this to gather consistent data about prospective employees.

3.) Employment interview. This provides the hiring supervisor the opportunity to review candidates’ qualifications
and determine their suitability for the position, while it also provides candidates with the chance to learn about the
position and its requirements.

Preparation for the Interview

Supervisors and other personnel in the departments who are involved in the interview should prepare in advance
for the interview by:
 developing a list of core questions which will be asked of all candidates interviewed;
 reviewing the requirements for the position and comparing them with the applications and resumes of
candidates; and
 taking note of areas in the person’s job history where clarifications is needed.

Interview Format
The interview format should be the same for all candidates.
 The same basic questions relating to the job should be asked.
 Candidates should be allowed to see the workplace if that is relevant.
  The essential functions and other requirements for the position should be described to each candidate; candidates
should be asked if they can perform those functions.
 If at all possible, all candidates should be interviewed by the same people.

4.) Employment testing. Employers often use tests and other selection procedures to screen applicants for hiring and
employees for promotion. There are many different types of tests and selection procedures, including cognitive tests,
English proficiency tests, personality tests, physical ability tests, medical examinations, credit checks, criminal
background checks, and sample job tasks.

5.) Background investigation/reference checking. This is done to verify the accuracy of factual information
previously provided by the applicant to uncover damaging background information such as criminal records and
violent behavior. More employers get this information from the following:
a. Personal references
b. School records
c. Previous employment records

6.) Final interview. This is the last step in the interview process which a candidate will have before finding out whether
or not he/she will be getting a job offer.

7.) Selection decision. A final decision has to be made from the pool of candidates who passed the tests, interviews
and reference checks.

8.) Physical examination. It determines if the applicant qualifies for the physical requirements of the position and to
discover any medical limitations that should be taken into account in placing the applicant.

9.) Final employment decision/placement on the job. This is the decision to accept or reject the applicant based on
the results of the physical examination and a value judgment based on all the information gathered in the previous
steps.

Step 1 – Job Analysis to Prepare Job Description and Job Specification

Step 2 – Preliminary Screening, Application Blank, and Interview

Step 3 – Employment Interview

Step 4 – Employment Testing

Step 5 – Background Investigation/Reference Checks

Step 6 – Final Interview

Step 7 – Selection Decision

Step 8 – Physical Examination

Step 9 – Placement on the Job

Steps in the Selection Process

Exercises and Evaluation

Doing Case Studies

Name: Course, Year, & Section

Test Scores versus Letter of Recommendation

(As adopted from the textbook)

Vangie Villella, the personnel officer of Caffmaco Feeds, quickly realized the dilemma she faced as
she received the application file of Angela Joy. Angela Joy had applied for a position at the sales and marketing
department because several openings in that department still remained. However, Vangie was unsure whether
Angela Joy would be able to learn the job and do it well.

Angela Joy’s application indicated that she was a recent commerce graduate who never had a full-time
job. Her best recommendation was a letter from Mr. Max Ditangan, the general manager of the company. Max
described Angela Joy as an excellent worker and “the kind of person our company ought to employ.” Angela
Joy had been a babysitter for the Ditangan family and lived on the same street.

Although Angela Joy’s application and letter of recommendation were very positive, Vangie doubted
that she would succeed at the department. Her test scores were way below the normal cutoff levels.

Angela Joy probably would be a very pleasant and cooperative employee and hiring her would please
Mr. Ditangan. But could she do the job?

Questions:
1. Should Vangie disregard the test scores and hire Angela Joy? Explain your decision.

2. Would it be kind to hire or not to hire Angela Joy?

3. What is your recommendation to help Vangie solve this problem?

Additional Readings and References

Additional Reading:

 “Employer Review of Resumes, Cover Letters, Job Applications” by http://humanresources.about.com/od/job-

application-review.htm

References:

 Corpuz, Crispina R. Human Resource Management. Third Edition. Rex Book Store, Inc. (RBSI), 856 Nicanor
Reyes Sr. St., Sampaloc, Manila, Philippines.
 http://www.google.com/
 http://www.ihrim.org/
 http://www.shrm.org/Pages/default.aspx
 https://www.pmap.org.ph/
 http://www.hreonline.com/HRE/index.jsp
 http://www.hrvillage.com/
 http://www.jobstreet.com/
 http://www.medzilla.com/
 http://www.job-hunt.org/internetresume.shtml
 http://www.mabuhaycity.com/index.php?page=resources&section
 http://www.whatishumanresource.com/employee-selection

Image Sources:
 http://www.whatishumanresource.com/employee-selection