SELECTION

DEFINITION
 In many companies, selection is
continuous because of fast turn
over resulting in vacancies that
have to be filled. Another reason for
this is the review of application on
the waiting list. The selection
process typically includes the
following steps:
STEPS OF SELECTION
1. ESTABLISHING THE SELECTION CRITERIA
2. REQUESTING APPLICANTS TO COMPLETE THE
APPLICATION FORM
3. SCREENING BY LISTING APPLICANTS WHO SEEM TO
MEET THE SET CRITERIA
4. SCREENING INTERVIEW TO IDENTIFY MORE
PROMISING APPLICANTS
5. INTERVIEW BY THE SUPERVISOR/MANAGER OR
PANEL INTERVIEWS
6. VERIFYING INFORMATION PROVIDED BY THE
APPLICANTS
7. REQUESTING THE APPLICANTS TO UNDERGO
PSYCHOLOGICAL AND PHYSICAL EXAMINATION
8. INFORMING THE APPLICANTS THAT HE OR SHE HAS
BEEN CHOSEN FOR THE POSITION APPLIED FOR
 ESTABLISHING THE SELECTION
CRITERIA
 Selecting human resources in an organization
requires understanding of the nature and
purpose of the job position which has to be
filled. Job design must be based on the
objective analysis of position requirements and
must be meet both organizational individual
needs. Skills must also be considered
depending on the job position and its position
on the organizational hierarchy.
 REQUESTING APPLICANTS TO
COMPLETE THE APPLICATION FORM
 Applicationform must be completed
because these provide the needed
information about the applicants.
Management will find it easier to decide
whether an applicants meets the
minimum requirements for experience,
education, etc…, if the application forms
are accurately filled out by the applicant.
 SCREENING BY LISTING
APPLICANTS WHO SEEM TO
MEET THE SET CRITERIA
 This involves the preparation of a shortlist of
applicants who meet the minimum requirements
of the job position to be filled. It is done to avoid
wasting of time by conducting interviews with
applicants who do not meet the set criteria for
the job opening.
 SCREENING INTERVIEW TO MORE
PROMISING APPLICANTS
 Here, a shortlist of applicants is prepared.
Included in the list are the applicants who will
be asked to undergo formal interview by the
supervisor/manager; applicants who are
deemed to be the most fitted for the job opening
belong to this shorter list.
 INTERVIEW BY THE
SUPERVISOR/MANAGER OR PANEL
INTERVIEWS
 Through formal interview of the most promising
applicants, other characteristics of the
applicants may be revealed or observed by the
supervisor/manager or panel interviews. Such
characteristics includes the applicants’ self-
confidence, positive or negative self-esteem,
honesty, ability to relate well with others, and
positive and negative life experiences which
may affect his or her job performance, among
others. Interviewers must be trained so that
they will know what to look for.
 REQUESTING THE APPLICANTS TO
UNDERGO PSYCHOLOGICAL AND PHYSICAL
EXAMINATION
 Having a healthy mind and a healthy body is
important for good jobs performance. Hence,
applicants must be requested to undergo
psychological and physical examinations prior
to hiring.
 INFORMING THE APPLICANT THAT HE OR
SHE HAS BEEN CHOSEN FOR THE POSITION
APPLIED FOR
 Informing the applicants may be done verbally
or in writing by the managers who give the final
decision regarding the applicant’s hiring. Final
instructions regarding the company’s rules and
regulations for hiring an applicant must be
given in this steps.
 INTERVIEWS ARE IMPORTANT
IN DETERMINING THE
QUALIFICATION OF AN
APPLICANTS AND GAUGING HIS
OR HER ABILITY TO PERFORM A
JOB. INTERVIEWS MAY COME IN
DIFFERENT FORMS.
TYPES OF JOB INTERVIEWS
 STRUCTURE INTERVIEW---The interview as the
applicant to answer a set of prepared questions-
--situational, job knowledge, job simulation and
worker requirements question.
 UNSTRUCTURED INTERVIEW---The interviewer
has no interview guide and may ask questions
freely.
 ONE-ON-ONE INTERVIEW---One interviewer is
assigned to interview the applicant.
 PANEL INTERVIEW---Several interviewers or a
panel interviewer may conduct the interview of
applicants: 3-5 interviewers take turns in asking
question.
TYPES OF EMPLOYMENT TESTS
 INTELLIGENCE TESTS---Designed to measure
the applicant’s mental capacity; tests his or her
cognitive capacity; speed of thinking; and
ability to see relationships ion problematic
situations.
 PROFICIENCY AND APTITUDE TESTS---Tests
his or her present skills and potential for
learning other skills.
 PERSONALITY TESTS---Designed to reveal the
applicant’s personal characteristics and ability
to relate with others.
 VOCATIONAL TESTS---Tests that show the
occupation best suited to an applicant.
LIMITATION OF THE SELECTION PROCESS
 In reality, there is no one perfect way to select
are firm’s human resources. Predicting
performance is difficult as there is a difference
between what individuals can do at present and
what they will do in the future. This is because a
persons’ needs and wants change, and so do an
organization’s climate and environment. The
fact that many selection approaches and tests
have been devised enough proof that
management expert are still in search of what
could be done to improve the present selection
process.
 THANK
YOU!!!!!!!!!!