Step four- Reception of Applicants

The undesirable applicants are quickly eliminated on the basis of a rapid appraisal of their apparent
characteristics.

THE UNDESIRABLE APPLICANT’S ARE ELIMINATEF MEANS OF PRELIMINARY CREENING OR SIGHT

SEEING. USSUALLY THE BASIS OF THIS ARE THE APPRAISAL CHARACTERISTICS LIKE THE AGE, HEIGHT,
YEARS OF EXPERIENCE, PHYSICAL CONDITION, EDUCATIONAL ATTAINMENT AND MANY MORE.

NOW WE MOVE TO THE FIFTH STEP WHICH IS THE APPLICATION FORM

Step five- Application form

IN HERE THE SCREENING HAPPENS

Screening is the process by which the applicants are interviewed and classified under two categories.

a. Those to be given examinations and further interviews

b. Those who should not be considered at all.

THOSE CHOSEN OR CLASSIFIED IN CATEGORY A WILLL BE GIVEN EXAMINATIONS AND FURTHUR

INTERVIEWS. THEY ARE REQUIRED TO FILL OUT A FORM CALLED APPLICATION FORM IN THEIR OWN
HANWRITING.

SO, THE Application form- It is a basic source of useful information about the applicant, such as his
personal circumstances, educational attainment, work experience, and family background.

Usefulness of the application form to the employment officer:

a. As a guide when interviewing the applicant.

IN HERE, THE EMPLOYMENT OFFICER CAN CHECK THE APPLICANT’S BACKGROUND AND IF
SOMETHING INTRIGUES THE EMPLOYMENT OFFICER, HE CAN ASK IT WHEN THE INTERVIEW
HAPPENS.
b. As a basis for eliminating applicants with unfavorable personal data.
IF THE EMPLOYMENTS OFFICER SAW SOMETHING THAT IS NOT FITTED TO THE VACANT JOB HE
CAN ELIMINATE THE APPLICANT BY SIMPLY LOOKING AT THE APPLICATION FORM.
c. For matching the qualifications of the applicant with the job requirements an indicated in the
job description and job specifications.
FOR AN ISTANCE YOUR EDUCATIONAL ATTAINEMENT DOESN’T MEET THE REQUIRED COURSE
OF THE VANCANT JOB. THE EMPLOYMENT OFFICER CAN CHECK IT THROUGH THE
APPLICATION FORM,
d. For checking on the applicant’s school records, references, and former employers.
THE EMPLOYMENT OFFICER CAN CALL YOUR PREVIOUS SCHOOL OR PREVIOUS EMPLOYER TO
CHECK THE VALIDITY OF WHAT THE APPLICANT HAVE WRITTEN IN THE APPLICATION LETTER.
e. As part of the employee’s anent record and for communicating with the employee or hid family.
ORDINARILY, WHEN AN APPLICANT SUBMITS HIS APPLICATION FORM THE EMPLOYMENT
OFFICER GIVES HIM preliminary INTERVIEW. THIS ENABLES THE EMPLOYMENT OFFICER TO
CHECH THE APPLICATION FORM FOR ANY FURTHER INFORMATION WHICH HE MAY WANT
 THE APPLICANTS TO FURNISH OR AMPLIFY AND TO GET A PERSONAL IMPRESSION OF THE
APPLICANT.

Step six – Testing

The employment officer goes over the application form and decides who should be called in to take the
employment tests.

The employment tests are given to supplement the interviews and to determine the applicant’s abilities
which can be gauged through interviews.

THE PURPOSE OF THIS IS TO MEASURE THE APPLICANT’S ABILITY. THESE TEST ARE NEEDED TO
DISCOVER MENTAL, APTITUDE , PROFICIENCES, POTENTIAL ABILITY, SKILLS AND KNOWLEDGE OF AN
APPLICANT. THESE ARE SUPPLEMENT TO THE INTERVIEW.

THE FOLLOWING ARE THE TESTS OFTEN USED TO CHOOSE APPLICANT

Test often used:

THE FIRST ONE IS

a. Mental Alertness Test ALSO KNOWN AS INTELLIGENCE TESTS/ VERBAL REASONING TESTS AND
PERSONAL TEST– measures a person’s ability to quickly learn those jobs which involve memory,
reasoning, abstracting, analyzing and solving problems, and reading comprehension. It indicates
the ability to visualize relationship of objects or space, to think ahead, and to judge accurately.

EXAMPLE: Jack and Jill have 44 cookies together. Jack has three times more
cookies than Jill, how many cookies does he have?
b. Clerical Aptitude Tests – measure’s an individual’s speed and accuracy in dealing with similarities
and clerical relationships. It indicates an individual’s ability to perform typical clerical tasks in the
office.

EXAMPLE: WHICH IS DIFFERENT FROM OTHER TWO?

IN WHAT ORDER SHOULD THESE NAMES BE FILED?

A. VOLLUM, BRETT
B. WRIGHT, SHANE
C. VABDE, PAUL
D. WHITE, PUNE

c. Shop Arithmetic Test – measures how well and individual can work out mathematical problems
that come up frequently in the shop.

All of the following are ways to write 20 percent of N EXCEPT

A. 0.20N
B. 20/100 N
 C. 1/5 N
D. 20N

d. Mechanical Aptitude Tests – measures and individual’s mechanical skills. Indicates an applicant’s
potential for certain trades especially in factory maintenance work; needed in occupations such
as those of carpenter, mechanic, maintenance man, assembler and other similar jobs.

How many revolutions per second is C turning?

 A) 5
 B) 10
 C) 20
 D) 40

e. Space Relations Tests – measures the ability of a person to visualize structured object from a
pattern or a picture; evaluates the applicant’s ability to manipulate things mentally to create a
structure in one’s mind from a plan; needed in fields like architecture, drafting, mechanical
designing, dress designing, art and decoration, etc.
f. Proficiency, Trade, or Achievement Tests – measures the individual’s proficiency on the job or
trade in which he has prior experience; measures job skill through work-sample tests such as
typing, bookkeeping, machine operation and others; often used to check “trade bluffers” or
applicants who claim knowledge and job experience which they do not actually possess.
g. Vocational Interest Tests – designed to cover the patterns of employee interest; useful in
predicting the use of fingers.
h. Dexterity and Manipulation Tests – given to applicants for jobs requiring manual skills, especially
the use of fingers.
i. Personality Tests – used in measuring an applicant’s personality characteristics which are
considered to be the basis of success in the job, particularly for supervisory and managerial
positions; measures emotional maturity, ability to withstand stress and tension, and ability to
gain respect and cooperation.

Step seven – Checking the Applicant’s Work Experiences, School Records, and Personal References

The applications form of those who pass the examination are separated and the information in them
checked for veracity.

VARIOUS CHECKS ON AN APPLICANT’S BACKGROUND AND TD REFERENCES ARE USED, SUCH AS

THROUGH PHONE CALLS, LETTERS OF INQUIRY OR SENDING OF INFORMATION FPRMS TO THE
APPLICANT’S FORMER EMPLOYERS, TEACHERS, OR INDIVIDUAL REFERENCES

SOME FIRMS USE SERVICES OF

Credit Information Bureaus - A credit bureau collects and researches individual credit information and
sells it to creditors for a fee, so they can make decisions about granting loans. BUT TELEPHONE THE
FASTEST MEANS OF CHECKING THE APPLICANTS BACKGROUND OR EXPERIENCE, HIS BEHAVIOR AND
WORK HABITS IN HIS PREVIOUS EMPLOYMENTS.

BUT THERE IS ALSO

Personnel Management Association of the Philippines (PMAP) - The People Management Association
of the Philippines (PMAP) is a professional, non-stock, not-for-profit organization of over 1,800
member companies and individual management executives engaged or interested in Human Resource
Management (HRM) and Industrial Relations (IR) work. WHERE IN THE PERSONNEL MANAGERS CAN
ASKS ABOUT THE APPLICANT TO THEIR PREVIOUS EMPLOYERS BUT INFORMATION ARE KEPT
CONFIDENTIAL.

SPEAKING OF CONFIDENTIALITY, THE APPLICANTS CONSENT TO BEING CHECKED WITH RESPECT TO HIS
REFERENCES OR PREVIOUS EMPLOYERS IS USUALLY OBTAINED IN THE FORM A QUESTION
INCORPORATED IN THE APPLICATION FORM. IF IT HAPPENS THAT THE APPLICANT S STILL EMPLOYED
IN ANOTHER FIRM, IT IS USUALLY NOT ADVISABLE TO CONTACT HIS PRESENT EMPLOYERS FOR
INFORMATION TO AVOID PREJUDICE BUT IF THE APPLICANT AGREES YOU MAY DO SO.

THIS STEP IS IMPORTANT TO DETERMINE THE TYPE OF JOB FORMERLY DONE BY THE APPLICANT AND
HOW EFFICIENT HIS PERFORMANCE WAS

Step eight - Interview

The interviewer uses application blank, records of previous employment, employment tests and other
background investigation. THE WRITTEN COMMENTS AND EVALUATION OF THE INTERVIEWER ARE
HELPFUL IN COMPARING APPLICANTS AND IN CALLING THEM FOR FUTURE OPENINGS

The interviewer should be familiar with the organization and its business. He must know the job, its job
description and job specifications, and the essential qualifications for doing the job.

HE MUST DECIDE IN ADVANCE WHAT POINTS TO COVER IN INTERVIEW AND RESERVE ENOUGH TIME
TO DO A THOROUGH JOB OF INTERVIEWING.

The interviewer should be familiar with the organization and its business. He must know the job, its job
description and job specifications, and the essential qualifications for doing the job.

A TRAINED INTERVIEWER IS LIKELY TO ARRIVE AT VERY POSITIVE AND SIGNIFICANT PREDICTIVE

RESULTS.

EXAMPLE OF DIRECTIVE INTERVIEW

1. Tell me about a time when you had to convey negative feedback to an employee about
their performance. What was the situation? What did you do? What was the outcome?
2. Tell me the switchboards you have worked with in your previous roles. What training
did you receive on each? How long have you worked with each?
3. What 2 or 3 words would your previous supervisors use to describe your work?

EXAMPLE OF NON-DIRECTIVE INTERVIEW

Since the participant seems to have strong feelings against the gym, you can
probe deeper.

 What makes you feel this way about the gym?

 What do you like to do instead?
 Do your feelings about the gym reflect on your feelings about exercise in
general?