MODULE 7:

SELECTING:
TECHNIQUES AND
DECISIONS

Reference: 1. Mondy, R. Wayne and Joseph J.

Martocchio (2016). Human Resource Management,
14th ed. 2016. England: Pearson Education, Limited.
Images from Canva

Jaika Almira R. Agena

Instructor
MODULE INTRODUCTION

This module is intended for selection techniques and decisions. At the

end of the selection process, an organization has to make the choice
of which applicant will join the organization. This module will
describe different techniques in trying to make the best selection
decision.

OBJECTIVES 7-1 Describe the selection decision.

7-2. Describe the metrics for
evaluating recruitment/selection
effectiveness
7-3 Identify environmental factors
that affect the selection process.
MODULE
SELECTION DECISION
7-1 Describe the selection decision.

After the selection process, the focus now is on the manager who will
make the most critical step: the actual hiring decision. It is important to
note that the manager who will be responsible for the new employee's
performance normally makes the final selection.

Medical Examination
In the Philippines, medical examinations are required prior to joining any
organization. Depending on the job, the medical exam may include
blood tests, chest X-ray, urine drug test, hearing test, fecalysis and
urinalysis, and sometimes even neuropsychological tests. In bigger
organizations, employers shoulder the cost of the medical exam.

Notification of candidates
Management should notify both successful and unsuccessful candidates
of selection decisions as soon as possible. This action is a matter of
courtesy and good public relations. Any delay may also result in the firm
losing a prime candidate because top prospects often have other
employment options.
MODULE
SELECTION DECISION
7-2. Describe the metrics for evaluating recruitment/selection
effectiveness

Metrics for Evaluating the Effectiveness of Recruitment/Selection

There is no one size fits all metric for every selection decision. The metrics
that best suit each company depends on a variety of factors, including
business and organizational goals. Here are some possible metrics for
evaluating the effectiveness of recruitment/selection.

Quality of Hire
Many recruiters believe that quality of hire is the most important metric to
use in the selection process. Even though the question of how to measure
quality of hire and set standards for new-hire performance is difficult to
determine, it is an important decision that HR professionals are constantly
striving to determine.

Time Required to Hire

The shorter the time to hire, the more efficient the HR department is in
finding the replacement for the job.

New-Hire Retention
It is important to measure new-hire retention because costs go up
dramatically if a position has to be filled again within a short period.

Hiring Manager Overall Satisfaction

The manager is largely responsible for the success of his or her
department. It is the quality of the employees in the workgroup that have a
major impact on success of the department. A manager’s belief that
employees being hired through the recruitment and selection system do
not perform as well as expected, casts doubt on the entire selection
process.
MODULE
FACTORS THAT AFFECT
SELECTION DECISION
7-3. Identify environmental factors that affect the selection
process.
A standardized selection method followed consistently would result to a
simplified selection process. However, external environmental factors may
still influence the selection process. Here are some environmental factors
that affect the selection process.

Other HR Functions
The selection process affects, and is affected by, virtually every other HR
function. For example, if the compensation package is inferior to those
provided by competitors, hiring the best-qualified applicants will be
difficult or impossible to achieve.

Legal Considerations
It is essential for organizations to maintain non-discriminatory practices.

Speed of Decision Making

The time available to make the selection decision can also have a major
effect on the selection process. Conditions also can impact the needed
speed of decision making. For example, you need to hire frontliners during
a pandemic, most are for urgent hiring compared to say a school janitor
or a hairdresser.

Organizational Hierarchy
Organizations usually take different approaches to filling positions at
varying levels. There is a vast difference when hiring for a rank and file
employee versus those in the C-Level positions.

Applicant Pool
Number of qualified applicants recruited for a particular job. The process
can be truly selective only if there are several qualified applicants. Yet,
only one or two applicants with the required skills may be available, and
companies report a shortage of skilled individuals available for
employment
MODULE
FACTORS THAT AFFECT
SELECTION DECISION
7-3. Identify environmental factors that affect the selection
process.

Selection ratio refers to the number of people hired for a particular job
compared to the number of qualified individuals in the applicant pool.

Note in this formula that “qualified” applicants are sought and not just a
warm body to fill a vacant position. One might think that during a
recession it would be easy to find “qualified” applicants for vacant
positions. True, in a recession there are often many candidates because
many are unemployed, but after screening for qualified applicants, the
realistic selection pool may be greatly reduced.

Type of Organization
The type of organization employing individuals, such as private,
governmental, or not for profit, can also affect the selection process.
Private organizations benefit from employees who will make profit for
them, government usually goes for the brightest minds who perform high
in competitive exams. And those for non-profit organizations typically look
for dedicated individuals.

Probationary Period
Many firms use a probationary or introductory period that permits them to
evaluate an employee’s ability based on established performance. The
purpose of a probationary period is to establish the suitability of a new
employee for the position and to resolve any issues there might be in the
new employee’s performance. In the Philippines, probationary period
usually lasts for six months, however, can still be extended provided the
employee is notified into their fifth month.
MODULE
FACTORS THAT AFFECT
SELECTION DECISION
7-3. Identify environmental factors that affect the selection
process.

Organizational Fit
Management’s perception of the degree to which the prospective
employee will fit in with the firm’s culture or value system. is called
Organizational Fit. Knowledge and skill are important but the most lasting
component of the employment relationship is cultural match.

Selection Technology
The application of technology to employee selection practices has
increased dramatically. Applicant Tracking Systems (ATS) and Candidate
Relationship Management (CRM) have been the 'in' thing among
organizations.

END OF MODULE TEST

At the end of the module, students are expected to engage in discussion answering the
following questions:
1. Why is it important for hiring managers to make the selection decision?
2. What are the legal considerations in putting employees under the probationary
period?
3. How does organizational fit affect the organization?