Week 4-5

COLLEGES OF BUSINESS ADMINISTRATION

AND
ENTREPRENEURSHIP

Module 3: Recruitment , Selection and Induction

Prepared by:

Ms. Berly A. Gagarin

 GLOBAL RECIPROCAL COLLEGES

CHAPTER 3

Recruitment and Selection

LEARNING OUTCOMES

At the end of this chapter, you should be able to:

1. Describe the different employment test.

2. Understand the considerations during the interview.
3. Discuss the process for final evaluation of the applicant

Employment Tests Often Used in Choosing Applicants

Mental Alertness Test – These tests are also known as intelligence tests, verbal reasoning
tests and personnel tests. They measure a person’s ability to quickly learn jobs, which involve
memory, reasoning, abstracting, analyzing, solving problems, as well as reading comprehension.

Clerical Aptitude Test – These tests measure the individual's speed and accuracy in
dealing with similarities and clerical relationships, e.g. numbers and names of persons and
places. Such tests indicate the individual’s ability to perform typical clerical task such as
checking the accuracy of a copy, alphabetical filing, spelling, simple computations, and detecting
arithmetic errors.

Shop Arithmetic Tests – These tests measure how well an individual can work out
mathematical problems that come up frequently in the shop. Most of the questions would require
understanding drawings, reasoning out problems correctly, and doing accurate arithmetical
computations.

Mechanical Aptitude Tests – These measure mechanical abilities or skills, either natural
or acquired. They also indicate the applicant’s potential for certain trades especially in factory or
maintenance work. Occupations such as those of carpenters, mechanics, assemblers, and other
similar jobs in plants and factories required the kind of understanding these tests measure.

Spare Relations Tests – These test measure the ability to visualize a constructed object
from a picture or a pattern if rotated in various ways. The ability to manipulate things mentally
to create a structure in one’s mind from a plan is what the test is designed to evaluate. Theses
test is needed in the field of architecture, drafting, mechanical designing, and interior designing.

HUMAN RESOURCE MANAGEMENT

HR

2020-2021
 GLOBAL RECIPROCAL COLLEGES

Proficiency, Trade or Achievement Tests – These tests measure the individual’s

proficiency on the job trade in which he has had prior experience. These tests measure job skills
through work sample tests; e.g. encoding and bookkeeping.

Personality Tests – These test are used in measuring personality characteristics which are
considered to be the basis of success in the job, particularly for supervisory and managerial
positions. These tests determine the emotional maturity of the individual, his or her ability to
withstand stress, and to gain respect and cooperation.

Validity of Tests

To be useful in determining success on the job, the test must be validated for the job it is
intended. That is, it must measure the ability of the individual to perform the job for which here
is being hired. The degree of validity of a test may be determined by the relationship between
test scores and actual placement in the job of the persons who took the tests for those jobs. If
the applicant who recorded high in the test subsequently performed credibility in the jobs for
which he was tested, the test is said to be valid. A test is valid if it can be predict the success or
failure of a person in the job.

The hiring decision is only made after in-dept interview. The final interview therefore
provides the solid core of a good selection program.

The Interviewer takes note of the following during the Interview

 Emotional maturity which could be determined from the applicant’s claim regarding his
accomplishments and abilities, his concern and interest in activities, and his reaction to
criticisms from his superior as well as from other persons.
 Dependability, as shown by his achievements in school or his employment, punctuality in
his commitments, and faithfulness to his family responsibilities.
 Self-confidence, which may be manifested by how he expresses himself, his ability to
adapt or adjust himself to the situations.
 Attitude towards jobs, which may be determined from his attitude toward his superiors,
co-workers, teachers, and his duties and responsibilities.
 Creativeness, which is the ability to anticipate needs, work out improvements by trying
new methods, and being a self-starter without any prompting from superiors.
 Attitude toward other persons as manifested by his friendly and realistic appraisal of
other people, his ability to get along with others, and the way he talks about other people.
 Value system as shown by his desire for security and progress and by his ambition,
whether he wants the job to accomplish something worthwhile or merely a job without
responsibilities.

Danger Signals
The employment officer should watch out for the following in applicants:
 Stability on the Job. Does the applicant intend to remain long in the company?

HUMAN RESOURCE MANAGEMENT

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2020-2021
 GLOBAL RECIPROCAL COLLEGES

 Job-hopping or frequent changing of jobs. An emotionally disturbed or maladjusted

person has the tendency to change jobs.
 Bad Habits. Does the applicant gamble and/or drink liquor excessively?
 His associate or gang. What kind of people does he go with?
 Financial Habits. Does he live beyond his means? Does he often get into indebtedness?
 Absenteeism prone; accident prone
 Tardiness
 Physical handicaps.

Case Study No. 1. In the google docs, write your answer of the case study. (10 points each)

2.1 A relative of a good and trusted worker is applying for a job in our company. Another
applicant for the same job is better. Who would you choose if you were the personnel
manager? Justify your answer.

HUMAN RESOURCE MANAGEMENT

HR

2020-2021