HRM – SELECTION PROCESS

SELECTION
PROCESS
 TELL ME
SOMETHING ABOUT
YOURSELF?

HOW WILL YOU

DESCRIBE
YOURSELF AS A
PERSON
 OBJECTIVES
Define Selection and discuss its process in
selecting the best candidates

Discuss the different type of employment in

the Philippines

Tips on writing a resume

SELECTION

Selection can be defined as the

process of determining from among
the applicants who can meet the job
requirements and can be offered the
vacant position in the organization.
 Gathering and
Establishing a
evaluating
selection procedure
information about
applicants.

Identifying and
Making
choosing selection
communication
criteria, predictors,
decisions to select
and instruments to
or reject.
be used.
SELECTION

Selection can be defined as the

process of determining from among
the applicants who can meet the job
requirements and can be offered the
vacant position in the organization.
7 STAGE OF THE SELECTION
PROCESS

Screening
and Pre- Assessment
Step 2
selection Step 4 Step 6
Decision

Application Step
Interview3
Reference &
Step 5
Background Step
Job Offer 7
5&
Contract
Check
 After you’ve created a job advert – and
double-checked it for any errors – it’s
ready to be posted. Candidates can now
apply but the number of applications, the
SELECTION
PROCESS
quality, and diversity of those who do, can
vary hugely. 
APPLICATION It contains more information such as education, employment
data, years of experience in a particular job, salary received and
membership in organizations may be found closely related to
the job. These information may be required during initial/ in-
depth interview.
 The second step in the recruitment and selection
process is the initial screening of candidates. The
goal of this second phase is to reduce the pool of
candidates from a large group to a manageable
group of between 3-10 people that can be
SELECTION
PROCESS interviewed. This can happen in multiple ways.
Pre-selection or pre-employment assessments
SCREENING
AND PRE- The following traits are important things to consider in the preliminary screening process:
APPLICATION  Aptitude and interest
 Attitude, emotional and mental maturity
 Analytical and manipulative abilities indicates the thinking process.
 Technical Skills
 Physical Ability and Health
 The Work Value
 The third step in the candidate selection
process funnel is the best known and most
visible of them all: the job interview. A job
SELECTION
PROCESS interview involves the candidate being
interviewed by their direct manager or the
INTERVIEW
recruiter (or both) to assess how well-
suited they are for the role.
Structured Interview- where the interviewer has a pre-
prepared set of questions which he/she reads out to the
interviewee.
In a structured interview, a standardized
set of questions is used. This provides the
interviewer with a uniform method of
recording information and standardizing
the rating of the applicant’s
qualifications.

TYPES OF ENTERVIEW
Unstructured interview, sometimes called a non-
directive interview, is a data collection method in
which the questions or the order they are asked are
not predetermined.

In an unstructured interview, the

researcher does not prepare a set of pre-
planned interview questions

TYPES OF ENTERVIEW
A panel interview is when two or more people
interview you at the same time. Panel members can
include potential supervisors, managers, team
members, HR specialists, and other decision-makers
within a company. 
Panel interviews are common in many industries,
including higher education, health care and medicine,
government, and the corporate world, especially for a
senior position with a lot of demands and
responsibilities. 

TYPES OF ENTERVIEW
Besides having standardized questions, a common
method used in interviews is the STAR method. This
method offers a structured way to retrieve
information from the candidate.
• Situation
• Task
• Action
• Result

TYPES OF ENTERVIEW
 We’ve briefly discussed assessments in the
second step. Where the pre-selection, or
screening, is used to roughly weed out the
least suitable candidates
SELECTION
PROCESS •General Mental Ability (GMA) test (also
known as an IQ test)
ASSESSMENT
•Five-Factor Model of Personality test.
Higher IQ is associated with faster learning
and higher top performance.
 By this point, you have reduced the long
list of candidates to a shortlist of one to
three candidates. An essential step in the
SELECTION candidate selection process is reference
checking.
PROCESS

REFERENCE AND
Reference checks are a way to confirm the
BACKGROUND
CHECK accuracy of what a candidate has told you,
and your impressions of them.
 The next step in the recruitment and
selection process is making the decision;
choosing the candidate with the greatest
SELECTION potential for the organization. Sometimes
this means picking someone less qualified
PROCESS

at the moment – but who is committed to

DECISION
growing and staying with the organization
for longer.
 After your company has made a decision,
the selection process isn’t over. The (ideal)
candidate still needs to accept the offer!
SELECTION At this point, the organization should have
all the information that will make the
PROCESS

candidate likely to say yes. Hopefully, you

JOB OFFER AND
CONTRACT will have gleaned this information from
the various screenings (if applicable) and
job interviews. 
EMPLOYMENT STATUS
01 REGULAR EMPLOYMENT

02 CASUAL EMPLOYMENT

03 PROJECT EMPLOYMENT

04 SEASONAL EMPLOYMENT

05 FIXED-TERM EMPLOYMENT

06 PROBATIONARY EMPLOYMENT
 EMPLOYMENT STATUS
01 REGULAR EMPLOYMENT

02 CASUAL EMPLOYMENT

Pursuant to Article 280 of the Labor Code of the Philippines (“Labor

Code”), the primary standard that determines regular employment is
the reasonable connection between the particular activity performed
by the employee and the usual business or trade of the employer

In addition, the Labor Code also considers as regular employment a casual

arrangement when the casual employee’s engagement has lasted for at least one year,
regardless of the engagement’s continuity. 
 EMPLOYMENT STATUS
03 PROJECT EMPLOYMENT

Project employment contemplates an arrangement whereby “the

employment has been fixed for a specific project or undertaking
whose completion or termination has been determined at the time of
the engagement of the employee.” (Article 280, Labor Code of the
Philippines)
Since the employee’s services are coterminous with the project, the services of the
project employees are legally and automatically terminated upon the end or
completion of the project.
 EMPLOYMENT STATUS
04 SEASONAL EMPLOYMENT

Seasonal employment applies “where the work or

service to be performed is seasonal in nature and the
employment is for the duration of the season.” (Article
280, Labor Code of the Philippines)

Season employees may also be considered regular employees, thus: “[f]arm workers
generally fall under the definition of seasonal employees. We have consistently held
that seasonal employees may be considered as regular employees. Regular seasonal
employees are those called to work from time to time.
 EMPLOYMENT STATUS
05 FIXED-TERM EMPLOYMENT

Fixed-term employment is valid when: (a) the fixed period of

employment was knowingly and voluntarily agreed upon by
the employer and employee without any force, duress, or
improper pressure being brought to bear upon the employee
and absent any other circumstances vitiating his consent; 

or (b) it satisfactorily appears that the employer and the employee dealt with each other
on more or less equal terms with no moral dominance exercised by the former or the
latter. (See Caparoso, et al. v. Court of Appeals, G.R. No. 155505, 15 February 2007)
 EMPLOYMENT STATUS
05 PROBATIONARY EMPLOYMENT

Probationary employment exists when the employee, upon

his engagement is made to undergo a trial period where the
employee determines his fitness to qualify for regular
employment, based on reasonable standards made known to
him at the time of engagement.

The employer shall make known to the employee the standards under which he will
qualify as a regular employee at the time of his engagement. Where no standards are
made known to the employee at that time, he shall be deemed a regular employee.
(See Section 6(d), Implementing Rules of Book VI, Rule VII-A of the Labor Code)
RESUME
A resume is a document commonly used
in the hiring process. It includes
information about your background and
qualifications and should communicate
the most important, relevant information
about you to employers in a clear, easy-
to-read format.

The goal is to quickly communicate why

you are uniquely qualified for the position
based on your skills and experiences.
 HOW TO MAKE A
COMPREHENSIVE RESUME

Start by Start by choosing the right resume format

choosing
the right
resume A “format” is the style and order in which you display
format
information on your resume. There are three commonly
used resume formats you can choose from depending on
which is right for you: chronological (or reverse-
chronological), functional or a combination.
Step 1
 HOW TO CREAT A PROFESSIONAL RESUME

A chronological resume format The functional resume format The combination resume format

places the professional history emphasizes the skills section and is a good option if you have
section first and is a good option is a good option if you are some professional experience,
if you have a rich professional switching industries or have where both skills and work
work history with no gaps in some gaps in your work history. history are equally important.
employment.
 HOW TO MAKE A
COMPREHENSIVE RESUME
Your resume should begin with your name and
Include contact information, including your email address
your name
and and phone number. You have a choice about
contact
informatio whether or not to include your mailing address. Your
n
name should be highly visible at the top of your
resume with a bolded or larger font than the rest of
the document, but no more than a 14 point size. You
Step 2 might also include a link to your online portfolio if
you are applying to creative positions, for example.
 HOW TO MAKE A
COMPREHENSIVE RESUME
After your contact information, you have the
Add a
option to include either a resume
resume
summary
summary or objective statement. An objective
or
objective
statement quickly explains your career goals and is
a good choice for those with limited professional
experience, such as recent college or high school
graduates. A resume summary is a short statement
Step 3 that uses active language to describe your relevant
work experience and skills.
 HOW TO MAKE A
COMPREHENSIVE RESUME
Take a moment to consider which skills make you a
great fit for the job. Review the job description and
List your highlight keywords that you have had proven success
soft and
hard skills with in the past. Consider both hard (technical)
and soft (interpersonal) skills, as well as transferable
skills you can use when changing careers or
industries. Create a skills section with the keywords
Step 4
that are relevant to the employer. List any required
skills like certifications or licenses first.
 HOW TO MAKE A
COMPREHENSIVE RESUME
Write your professional history section in reverse-
chronological order. Start with your most recent job and
List your
profession provide a short description, including the company name,
al history time period, your job title and a few key achievements.
with
keywords You might also include relevant learning's or growth
opportunities you experienced. When listing your
professional history, you should keep a few best practices
in mind:
Use numbers to measure your impact, when possible. Including specific numerical achievements can help
Step 5 employers understand your direct potential value to their company.
Example: “Developed new process for requesting supplies, reducing
fulfillment time by 10%.”
 HOW TO MAKE A
COMPREHENSIVE RESUME
An education section will be especially valuable if you
have limited work experience (such as
Include an recent college or high school graduates) or if you are
education transferring to a new industry. You can include information
section
such as:
Relevant coursework
Grade point average (if above 3.5)
Participation in clubs or organizations
Step 6 Leadership positions held
Awards, achievements or certifications
 HOW TO MAKE A
COMPREHENSIVE RESUME
If you have significant white space on your
resume, consider adding an achievements or
Consider
adding interests section. This can help supplement a
optional
sections shorter resume, especially for those with limited
work and educational experience. Makes sure
the achievements and interests you list support
your career goals and are relevant to potential
Step 7
employers.
 HOW TO MAKE A
COMPREHENSIVE RESUME
While the layout of your resume is important, you should also
take time to pay attention to formatting details like font style,
font size, margins and spacing. Formatting your resume can make
Format
your it look clean, professional and improve readability. This is key
resume when attempting to keep an employer’s attention. Here are a few
key tips that can help make your resume look polished:
•Make your font between 10 and 12 point size.
•Select a font that is clean and easy to read like Arial or Helvetica; avoid stylized fonts.
•Make sure your margins are 1 to 1.5 inches.
•Make your name and section headers bold or slightly bigger in font size (no more than 14
Step 8 points).
•Use bullet points when listing several different pieces of information, like under your
education and professional history sections.
 HOW TO MAKE A
COMPREHENSIVE RESUME
Carefully review your resume for spelling, grammar and
punctuation errors. Reading your resume backward can help
Proofread you identify errors by presenting the words in a new order.
your You should also ask trusted friends, colleagues, professors and
resume
family members if they can review your resume. Third-party
opinions can help reveal new information you might have
overlooked.
If your resume is more than one page, review for ways to
Step 9 consolidate or shorten each section by removing filler words or
extraneous information.
 HOW TO MAKE A
COMPREHENSIVE RESUME
It’s important to revise your resume to tailor it to
Tailor
each position you apply for. For each job, adjust
your
resume
the keywords in the skills section so that it’s a
for each
position
great fit for what the employer needs. You
should also change what you emphasize in the
professional history and educational experiences
sections depending on what’s listed in the job
Step 10
description.
 BEFORE

I hereby certify that all given information above

are true and correct to the best of my
knowledge.
 NOW
“I hereby certify that all given information above
is true and correct to the best of my knowledge
and any fraudulent act, misrepresentation
herein made. shall be enough ground for the
company to act unfavorably on my application
and to use as a basis of my sanction on the event
that I am hired.”
 SAMPLE INTERVIEW
QUESTIONS
INTERVIEWER: WHAT ARE YOUR STRENGTHS AND
WEAKNESSES?
INTERVIEWER: WE ALL FEEL THAT WE ARE UNIQUE IN OUR
ACCOMPLISHMENTS. TELL ME AN ACCOMPLISHMENT YOU
HAVE HAD THAT YOU FEEL IS UNIQUE.
INTERVIEWER: TELL ME ABOUT YOUR CAREER PLAN AND
WHAT YOU HAVE DONE SO FAR TO ACCOMPLISH IT?
INTERVIEWER:TELL ME ABOUT A TIME WHEN YOU AND
YOUR PREVIOUS HEAD DISAGREED BUT YOU STILL FIND A
WAY TO GET YOUR POINT SUCCESS?
SAMPLE TRADITIONAL INTERVIEW
• Tell me something about yourself?
• Do you prefer to work alone or in a
group?
• What are your greatest strengths and
weaknesses?
• What did you enjoy most/least about
your last position?
• Where do you want to be in five years?
• Why should I hire you?
• How well do you work under
pressure?
• Describe the best boss you’ve ever
had?
• Walk me through your work history?
 UNIQUE INTERVIEW
QUESTIONS
• Who are your heroes and what makes
them your heroes?
• If you could be any animal in the jungle,
which one would you be and why?
• If you were a bicycle, what part would
you be?
• If your life had a theme song, what
would it be?
 ADVANTAGES OF
TRADITIONAL INTERVIEW
• People understand it and are comfortable with it.
While many candidates are nervous going into an
interview.
• Requires only short period of time. (short answer
is necessary) 30sec. Only.
• Unique interview may help you gauge whether
the candidate is able to keep a straight face when
confronted with something completely
unexpected and determine whether she can
think on her feet.
WHAT ARE YOUR
STRENGTHS?
 Describe a time when one of your
strengths enabled you to be successful
where you might not have been
otherwise?
 Tell me about a time you were faced
with stressors at work that tested your
coping skills?
How do you work under pressure?
Tell me about a time you were asked to
do something that you felt was
unethical?
What would you do if someone asked
you to do something unethical?
• TESTING AND EVALUATION OF RESULTS
Testing determines the qualifications and talents of the application
for a particular job. It is the most objective of all selection
instruments in the selection process.

CLASSIFICATION OF TESTING PERSONNEL:

 Intelligence Test – to measure the mental ability
 Aptitude Test- it measures the person’s capacity to learn a particular job.
 Personality Test
 Interest Test
 Proficiency Test- It tries to measure the applicant’s knowledge of a given
job. It tries to eliminate “trade bluffers”.
• In-Depth Interview
It assesses all the relevant information about the
applicant. The applicant is brought into focus at this
point as the final decision to hire the applicant is made
during this interview.
• Evaluating References
It assesses the applicant’s worth for the position.
References to be credible must be checked with utmost
confidentiality if one would like to get a true picture of
the individual who would like to join the organization.
 KINDS OF REFERENCES

Academic
Reference
Work or
Character Experience
Reference Reference
• Physical/Medical Examination
This may be the last hurdle in the selection
process. The applicants must undergo
physical/medical examination at the company
clinic or an authorized hospital to determine
the physical/medical fitness of the applicant
for the job. The applicant must pass the
physical/medical examination as he is certified
as being in good health.
• Placements
The applicant who is cleared in all
requirements is finally offered the job.
SOMETHING TO
PONDER