BICOL UNIVERISTY

GUBAT CAMPUS
GUBAT, SORSOGON
A.Y. 2021-2022
1st Semester

Name: Penny Goyena Besid

Course & Year: BSEd Social Studies 3

Activity 1

Ask your local lecturer what the law says about recruitment and selection in your
country. Do you think that it is easier or more difficult to select people if you have less
information about them? Why should this be? How do you think that discrimination can
be avoided?

 I think it's more difficult to select people especially if you have less information
about them. I think, when you want to be selected, you should bring your A game
to it. Since they want to select the best, you have to give your best shot. Your
best requirements.
Discrimination can be avoided if there's equity and equality in selecting people. I
mean, even in government offices there's a thing called "may kakilala sa loob
kaya nakapasok." It should be avoided and look for the qualities of the people,
not because you know someone from that office. This kind of system will be
eradicated if the ones who are hiring or selecting these people really assess and
see these people with their qualifications and what they can give to their office.
Carol Espedido
English Teacher

Activity 2

Go on the web and search for a job that asks you to do a test before you apply. What
kind of test was it? How do you think that the test would help the employer to shortlist
candidates who are likely to be able to do the job? What was the test testing?

 Jobs like: computer programming, air traffic control, manufacturing, banking, and
accounting. These industries use aptitude tests for recruitment. These tend to be
jobs with highly specific skill requirements. They are often high pressure or
complex roles that need to be filled by the right person.
Aptitude tests are a way of determining the abilities of the recipient. They are
tests that measure specific skills, attributes and abilities. There are many jobs
which require very specific skills. For example, a data analyst must have
excellent numerical reasoning skills. Using aptitude tests can be a great way of
weeding out unsuitable candidates.
By asking job seekers to complete an aptitude test, the employer can compare
candidates according to specific relevant skills. Choose some skills which are
critical to the position in question. This can help the employer make their hiring
decisions. They may have two fantastic candidates, and one got much higher
test results than the other. This makes their decision between the two much
easier.
Aptitude tests are often used before the interview process begins. These tests
are often used when there are too many applicants to interview. It adds in an
extra step before the interview process. This ensures however that the employer
only end up interviewing the best candidates.
There are assessments that combine the measurement of cognitive skills and
personality traits that offer unlimited testing. This will enable to assess the whole
candidate pool and ensure to discover any hidden talent and shortlist the best.
There are numerous types of tests that can be done to measure aptitude. Here
are some examples of what are aptitude tests. Numerical Reasoning Tests are
often based on charts and statistics. They assess whether the person is quick
and accurate with understanding numbers. Abstract Reasoning Tests identify
how well the applicant understands logic. These come in the form of patterns and
 BICOL UNIVERISTY
GUBAT CAMPUS
GUBAT, SORSOGON
A.Y. 2021-2022
1st Semester
shapes rather than text or numbers. Verbal Reasoning Tests feature questions
written to determine how quickly a person comprehends information. They are
often in the format of a large chunk of text followed by questions. In-Tray and E-
Tray often used in administration type of roles. They measure the candidate’s
ability to manage conflicting schedules and deadlines, as it is important for these
roles to prioritize and manage their time.

Activity 3
Before reading the next section make a list of what information you think can be
obtained by an interviewer. Then mark with a tick all those bits of information you can
guarantee to be true.

 Bigraphical Background
 Personal Interest like hobbies and talents
 The professional strengths and weaknesses of the applicant.
 Job and leadership experiences

Activity 4

Consider a formal interview process that you have experienced (or discuss one with a
friend).

a. Do you think the interview was a structured, unstructured or semi-structured

interview?

I had experienced being interviewed for a scholarship program. The interview

questions are the same set of questions asked for all the applicants. It is basically
focused on our socio-economic, family, and personal background to determine which
students are the most deserving to receive the scholarship. The interviewer has a guide
and prior information about the applicant using the application form. The interviewer
systematically follows it throughout the interview.

b. Do you think the interview may have incorporated any of the types of bias outlined
above?
I don’t think there is personal liking bias in the interview. However, I can relate to
some types. In the expectancy effect, the interview based the judgement on the prior
information indicated in the application form. For instance, the interviewer finds out that
the applicant has a sibling that is a teacher, which is not allowed in the scholarship
program. The interviewer confirmed that but fails to recognized the circumstance of the
applicant. Another is the primacy effect. I believed that first impression lasts. That’s why I
do think that the interviewer was influenced by the first few minutes of the interview. The
contrast effect might also have influenced the interviewer. This is where the interviewer
compared the personal experiences and background of the applicant to other applicants
and make a judgment about that.

c. What evidence have you to support your views?

The evidence that support my views is the result of that interview and my
experience about that. I did find out that my peers did get that scholarship program and
they told me about how the interview went. I did find out that they make a really heart
touching story about their life. I failed to do that because it is not my quality at that time
to tell other people about my personal life. Lesson learned, I should be more open about
myself that time and prove them that I am really deserving to that opportunity.
BICOL UNIVERISTY
GUBAT CAMPUS
GUBAT, SORSOGON
A.Y. 2021-2022
1st Semester