LESSON 7: EMPLOYEE SELECTION

 Employee selection refers to the particular HRM process of selecting the right person for the right job based
on certain specified criteria, such as competencies, experience, and abilities.
 Employee selection is ruling out unqualified job seekers and choosing only those possessing the
relevant qualifications inventory.
 A major explanation why a company should develop a well-organized selection policy is to minimize
hiring effectiveness.
 Effective selection, therefore, requires a careful study of the suitability of the applicant to the job.

 Selection Process
 Selection is rather extensive and complicated because it comprises a set of steps prior to making a final
hiring decision.
 The series of steps may differ among organizations as well as the kind and extent of the vacancy to be
filled. Thus, every step should be assessed or evaluated as to its worth to the organization.
 Take note that not all applicants should successfully go through all of these steps. Some may be turned
down after the initial screening, while others may not pass the employment test.

Step 1 – Completion of Application

o The application form plays a primary role in the hiring decisions because it introduces a jobseeker to
the company awhile giving the employer preliminary facts about the job applicant.
o When writing the application form, include information that are job-related such as work history,
academic background, and other specifications. This information are the bases for asking questions
during the job interview.
o People, even those in high positions, frequently exaggerate their qualifications on resumes and omit
unflattering information.
o The following are some suggestions for putting together an application form:
1. Application date – putting a date in an application form is a must. This allows employers to mark
when the form was accomplished and gives them a clue when to put the form on file.
2. Educational background – the form should show blank spaces for academic record but not the
inclusive dates of attendance since that can be connected with age.
3. Experience – virtually any question that focuses on work-related experiences are allowed.
4. Arrests and criminal history – queries regarding arrests alone are unacceptable. But questions
about conviction and guilty pleadings are allowed. However, the application must state that
answering “yes” will not necessarily disqualify the candidate. Whether it will or not depends
upon whether the conviction is job-related.
5. National origin – questions about national origin are not permitted. However, it is permissible to
inquire whether the individual is legitimately prohibited from being employed in a particular
country. They must also provide supporting documents proving such.
6. References – when stating names of references, it is advisable to inform them in advance as a
matter of ethics and respect.
7. Disabilities – this is likely to be a tricky area. Employers are not allowed to ask applicants
questions designed to elicit information about the type, or seriousness of the disability. Questions
 about the ability of an individual to perform work roles, however, are acceptable. Employers can
ask whether an applicant needs reasonable accommodation, that is, if the incapacity is observable
and if the job aspirant voluntarily revealed the handicap.

Step 2 – Initial Interview in the HR Department

o The first interview is preliminary and its purpose is to eliminate applicants who are clearly
unqualified on the basis of their apparent characteristics such as age, height, physical condition, years
of experience, educational attainment, etc.

Step 3 – Pre-Employment Testing

o This will enable an objective evaluation of applicants. Pre employment tests are necessary to predict
the quality of the job candidate under certain circumstances. The number and kinds of employment
tests differ among companies.
o A careful study should be made to determine what tests are suitable for measuring the aptitudes and
abilities required by the various jobs in the firm.

Step 4 – Reference/Background check

o Organizations check the references of employees in a number of ways.
a. The most common way is making a phone call. Employers find this method very practical and
easy to do. It helps them identify unqualified applicants in a quick manner.
b. But other alternatives such as faxes, mail and email are also used as long as they pertain to the
job for which one is being hired.
o Background checking is going beyond reference checks. It is a process whereby employers check the
authenticity and accuracy of the information provided by the applicant in his or her resume, or during
an interview.
a. Some commonly used background checks include: visiting the academic institution from which
the applicant claimed he or she graduated,
b. Verifying past employment that includes length of service and work performance,
c. Doing an online search to establish the truth about his or her credentials and job experiences.

Step 5 – Supervisor/Team interview

o After preliminary screening, has been conducted, the job candidate is deemed to be most qualified is
endorsed to the unit or department that sent notice about the vacancy, and ultimately undergo a final
interview with the unit or department manager.
o A final decision is made and communicated to the Human Resource Department.

Step 6 – Medical Exam/Drug Test

o The pre-employment medical tests are administered to ensure the company that the potential hire is
physically able, with an overall excellent health condition, and fit to perform any designated task.
o In other words, employers want assurance that the applicant does not have any serious medical
condition that will put him or her, and other employees at risk.
o This is normally one of the final steps in the selection process and done prior to a job offer.

Step 7 – Hiring Decision

o Once all the above steps have been executed, it’s time to make the final hiring decision.
 o Even though the candidate seems to meet the hiring requirements, the hiring team should understand
that the decision should be based on the selection criteria and not who has and not who has emerged
as a frontrunner because of a certain positive trait; otherwise, this could cause problems later on.
o Thus, to ensure your final decision is truly objective, double check your selection and hiring
standards to make sure that the job fits the person.

Step 8 – Job Offer

o Now that a final decision has been made and the right match found, it is time to make a job offer.
o Although verbal job offers are acceptable, it is smarter to have a written one on hand complete with
the provisions of the job such as working conditions, compensation package, relationships, and even
culture.
o Have it signed by the candidate and a deal is closed.

 Types of Pre-Employment Tests

 Pre-employment tests are means of measuring and screening the most qualified applicants for the job in
terms of attitude, behavior, personality, etc.
 Companies may administer some or all of the following pre-employment tests:
1. Polygraph Tests.
 A polygraph is a type of instrument specifically used to interrogate and investigate an applicant
about certain events and determine whether if the individual is telling the truth or lying when
responding to questions.
 Polygraph test is sometimes called a truth verification exam and questions normally focus on use
of drugs, theft or other crimes.
 There is so much bias with it because most people react indifferently to situations, hence, a
polygraph test may not be ideal in detecting lies.
2. Honesty and Integrity Tests.
 This type of pre-employment test is meant to identify and measure an applicant’s honesty,
dependability, and even work ethic.
 Typical questions cover views regarding the frequency of bad behavior and attitude toward work.
 Honesty and integrity tests are usually administered to applicants whose job includes handling
money, or those the banking industry or sales and marketing.
3. Graphology.
 It refers to the analysis of the handwriting of a person and is now also used to interpret a person’s
character, personality, and emotional and intellectual capacity.
 A graphology expert obtains a handwriting sample and assesses certain features such as slopes,
size, and how the letters are positioned.
 From the results of the assessment, the graphologist can form a conclusion about a person’s
overall personality.
4. Physical Aptness.
 Managers also demand the assessment of an individual’s physical strength. Practices from the
past note that employers put more emphasis on stamina, vigor, height, and weight as essential job
requirements.
 This is a disadvantage for women and disabled persons.
5. Medical
 The Philippine law explicitly states that all pre-employment examinations should be rightfully
relevant to the needs to the needs of the job.
  The medical tests should only be performed after the job offer has been made. In addition, the
examinations must be required for all candidates offered the job.
6. Drug Test.
 Drug tests are randomly administered to applicants who belong to specific occupations like
transportation, military defense, and in the aviation industry.
 Urine, hair, saliva, and sweat testing are commonly used to detect signs of drug use.
7. Personality and Interest Inventories.
 The aim of this pre-employment test is to gauge the person’s overall personality and behavioral
traits.

 The Job Interview

 Job interview is a formal conversation between a job applicant and the employer’s representative. It could
be done either on a one-on-one style or with a panel of interviewers. The primary aim is to assess whether
the applicant should be hired or not.
 Interviewing in one of the most widely used tools for selecting would-be employees.
 It gives the employer a first-hand opportunity to find out about a job candidate’s work history, academic
qualifications, growth and advancement experiences, and other personal attributes that are seldom revealed
in the resume or curriculum vitae.
 The interview also gives would-be employees the chance to ask the company’s processes and expectations.
While there may be some doubts about its credibility, the interview will remain a part of the selection
process.
 Here, we review the characteristics, advantages, and disadvantages of various types of employment
interviews. We highlight the fact that the format of the interview strongly influences the success of the
hiring process.
1. The Unstructured Interview.
 This is a form of interview in which questions are not ascertained ahead of time. It has tendency
to be a bit unrestricted and free flowing, comparable to a regular chat.
 However, it can at times be viewed to be very investigative in nature because it allows for more
questions to evolve during the interview, which are normally dependent on the answers of the
interviewees.
 The interviewer asks open-ended questions permitting the applicant to answer the questions
without restraint.
2. The Structured Interview.
 This is when all questions are prepared beforehand. Structured interviews have uniformity, which
means each person being interviewed is asked the same set of questions in precisely the same
order and in precisely the same way.
 Within the general category of structured interviews is the situation interview, wherein the job
seeker is asked to respond to a specific situation he or she may face on the job. This type of
question is designed to draw out more of the analytical and problem-solving skills of the
applicant.
3. The Panel Interview.
 This type of interview involves a group of interviewers who alternately pose questions to a certain
job applicant.
 Typically, there are three to five interviewers during the panel interview.
4. The Computer and Virtual Interviews.
  Virtual interviews, also known as digital or video interview allows people to conduct an interview
in an automated manner by conducting it online.
 The interviewers use virtual interview as a standard way of assessing the potential of the
candidate.

Job Interviews Do’s

1. Dress to advantage. Wear an outfit that is mot proper to the job position you are interviewing for,
otherwise, it could be a disqualifying mark.
2. Be on time. Being early is a sign that you are determined to get the job. If you cannot come on time, it
will suggest to the prospective employer that your intention is not genuine.
3. As you are meeting with the interviewer, express your greetings with a pleasant smile and a firm and
full handshake. A strong handshake is an indication of confidence and gratitude.
4. Bring a copy of all pertinent papers including an extra copy of your resume. You’ll never know, the
interviewer might ask for it.
5. During the interview, pay full attention to the questions and always be ready to provide sensible and
polite answers.
6. Be certain that you completely understand the question and be sure to clarify points that you feel unsure
about.
7. Maintain eye contact. Throughout the interview, look at the interviewer straight in the eye. Bowing
your head indicates that you lack self-confidence.
8. Emphasize your accomplishments (without being too conceited). Doing this will prove that you will be
a valuable resource to the company.
9. When answering to questions, support your description about yourself with a detailed example, if the
situation asks for it.
10. Be in-depth with your answers and precise with your statements.
11. Ask questions about the job. Doing this will give the company a chance to figure out whether you are
truly eager to join them. You will also be able to prove your speaking skills.
12. Convey a sincere thank you message to the interviewer to express your gratefulness for the time he/she
took to meet you.

Jon Interview Don’t

1. Don’t arrive late. You need some time to fix yourself or go to the powder room.
2. Don’t munch something chewy while having an interview.
3. Don’t drink alcohol and smoke a cigarette prior to the interview.
4. Don’t respond to mobile calls and messages. It is common sense to turn off cellphones once you are
facing the interviewer.
5. Don’t mention anything negative about your former boss or colleagues.
6. Don’t manifest restless movements because you are inviting negative energy which could spoil your
chances of getting the job.
7. Don’t lie. Lying is a big NO. avoid your temptation to falsify your skills and accomplishments just to
get hired.
8. Don’t make long “pauses” while thinking about the answer. Avoid using slang terms such as “ahh” or
“uhm.” This can mean you do not know how and what to say.
9. Don’t tell jokes or discuss family issues.
10. Don’t inquire about compensation and other company perks until you get a job offer.
11. Don’t bring your parents or anybody else to the interview. It could indicate immaturity.
 12. Don’t respond with a plain “yes” or “no.” sell your talents and your skills. Nobody will do it for you.
Give detailed descriptions.

Permissible and Non permissible Job Interview Questions

PERMITTED NOT PERMITTED

 What education did you complete? What  What year did you graduate from high school
school(s) did you attend? or college?
 Do you possess a college degree?  How old are you? What is your birthdate?
 Do you have a diploma or its equivalent?  What is your sexual preference?
 What work experiences qualify you to work  What is your religious affiliation?
with us?  For where is your national origin?
 What licenses and certificates can you present  What place are your parents from?
for this position?  What is your maiden’s name?
 What name(s) do you use in your educational  Are you single, married, widowed, annulled,
and employment records? or separated?
 Have you worked for any company using  What is your spouse’s name? What is his or
another name? her job?
 Who referred you to apply here?  Do you have physical incapacities that would
 Where do you live? hinder you from doing the job you applied
 How long have you stayed in your present for?
address?  Do you own the house you live in?
 Are you a member of any professional  Do you live alone or with companions?
organization?  How are you related to those you live with?
 Do you have relatives that employed with us or  Are you in a relationship?
with our competitors?  Have you ever been arrested?
 Are there particular hours that you cannot  Are you a member of a union?
work?  How do you prefer to be addressed – Mr.,
 Have you been convicted of a crime? Mrs., or Miss?
 Do you have any concerns about wearing a
uniform?

 Making a Final Decision

 After all the preliminary and final interviews and employment tests are administered, the next essential step
for the hiring committee is to make a final decision. Because of the importance of their choices, the hiring
committee should meticulously look into the qualifications inventory of the potential hire prior to making a
job offer.
 When assessing the top choices, be sure to select the candidate that matches the selection criteria and not
just on the basis of one positive trait that seems striking to you.
 In a applying for a job, you have already in mind what company you want to work with. Typically, you will
pick one that give you an attractive compensation, a friendly atmosphere, accommodating co-workers, and
above all a job that you will love doing.