Pre-Screening and Hiring

1. Recruitment

Qualifications

Job Position

2. Recruitment

Recruitment Policy

Personnel Selection
− Pre-screening
− Processing
− Screening Interview

Four (4) Phases of Interviewing.

Sample of Interview Questions

Pre-Employment Exams

3. Job Opening – Laundry Staff

Female

Age 18-28

At least 5'2” in height

College Level

Computer Literate

Faithful and Trustworthy

Willing to work even in night shift

Willing to be trained and deployed in Tagum, Davao,
Gensan or Marbel

4. Job Opening – Cashier

Female

Age 18-28

At least 5'2” in height

College Level

Computer Literate

Faithful and Trustworthy

Experience in Cashiering is a plus

Willing to work even in night shift

Willing to be trained and deployed in Tagum, Davao,
Gensan or Marbel

5. Job Opening - Technician
 Male
 Age 18-28
 At least 5'4” in height
 College Level
 With Professional's Driver's License is a plus
 With Experience in Appliances Repairs particularly
inWashing Machines
 Faithful and Trustworthy
 Willing to work even in night shift
 Willing to be trained and deployed in Tagum, Davao
Gensan or Marbel

6. Job Opening - Merchandiser

Male

Age 18-28

At least 5'4” in height

College Level

With Experience in as a Merchandiser

Responsible for counting Inventories and Product
Positioning

Faithful and Trustworthy

Willing to work even in night shift

Willing to be trained and deployed in Tagum, Davao
Gensan or Marbel

7. Job Opening - Merchandiser
 Male
 Age 18-28
 At least 5'4” in height
 College Level
 With Experience in as a Merchandiser
 Responsible for counting Inventories and Product
Positioning
 Faithful and Trustworthy
 Willing to work even in night shift
 Willing to be trained and deployed in Tagum, Davao
Gensan or Marbel

8. Recruitment Policy
The company seeks to employ persons of good
moral character who are suited for
the job and capable of performing it in accordance
with its mission and policies.
Its employees are expected to grow with the
company and to use their experience
and skills to serve the company better.

9. Personnel Selection
Pre-Screening

Pre-Screening

During this phase, all applicants who indicated
their interest to fill the job vacancy can

be sorted into QUALIFIED and NOT
QUALIFIED applicants. What are the common

characteristics of applicants whose resumes
end up in the NOT QUALIFIED outbox.

Those who are unable to meet the basic skills
requirements of the job.

10. Personnel Selection
Pre-Screening

Those with only a passive interest or idle
curiosity.

Those with misconceptions about the business.

Those who lack the desire, courage and self-
confidence essential to succeed

11. Personnel - Processing

Application Forms or Resumes are helpful
when it comes to assessing candidates since
they put all interviewees on the same starting
line, where each candidate is asked the

same set of questions. When considering
applications, it is relatively straightforward to
compare candidates equally against the criteria,
and make selection for interview. The
information provided can be used to create a
database for future reference and to build up
profile of the range and skills of candidates.

12. Personnel Screening

The screening interview serves two purposes.
First, using a structured approach, the manager
can quickly verify or clarify existing information
written on the application form.

The second purpose is observation.

During the first interview, focus on the
candidate. If, as a result of what you have
learned, you are interested in the person,
schedule a second interview to sell the benefits
of your company and to further evaluate the
applicant.

13. Four Phases of Interview

Phase 1: This phase will create an icebreaker
to ease the tension and nervousness of the
candidate. The candidate should feel relaxed
and comfortable.

An introduction and a “getting to know you”
phase where only generalities are being tackled

14. Four Phases of Interview

Phase 1: This phase will create an icebreaker
to ease the tension and nervousness of the
candidate. The candidate should feel relaxed
and comfortable.

An introduction and a “getting to know you”
phase where only generalities are being tackled

15. Four Phases of Interview

Phase 2: At this phase, the interviewer gets to
ask the candidate questions based on the facts
stated on the Resume.

A question and answer session will fill in any
gaps in the candidate’s Resume.

16. Four Phases of Interview

Phase 3: At this phase, the candidate’s
personal qualities and character.

An investigation of the candidate’s character
and personal qualities

17. Four Phases of Interview

Phase 4: At this phase, the candidate can turn
the tables around and start asking the
interviewer some questions. This will show the
candidate’s interest in the job.

A final stage where the candidate asks
questions about the job and its terms and
conditions

18. Sample of Interview Questions

Enviable or desirable attributes and relevant
abilities that the candidate has

Can you briefly tell something about yourself?

What essential qualities do you think you
possess that you could bring to this company?

What makes you think you are qualified for the

position you are applying for?

19. Sample of Interview Questions

Enviable or desirable attributes and relevant
abilities that the candidate has

Can you briefly tell something about yourself?

What essential qualities do you think you
possess that you could bring to this company?

What makes you think you are qualified for the

position you are applying for?

20. Sample of Interview Questions

What are the valuable lessons and experiences
you have gone through that you will bring to
your work with this company that you think will
be of help to you, your staff and the company in
general?

What do you think are the contributions that you
will make to this company?

21. Sample of Interview Questions

The candidate’s achievements

What is the biggest achievement you’ve had so
far?

What, for you, has been the highlight of your
career so far?

What do you think is the most significant
contribution that you have made on your
previous employments?

22. Sample of Interview Questions

The candidate’s foresight or ambition

Where do you see yourself in five year’s time?

How do you see yourself in the future?

23. Sample of Interview Questions

The candidate’s disposition. How he considers
pressure as challenges more than hindrances

How do you handle and cope with pressures?

Describe a typical day in your present /
previous work.

24. 
Whether the candidate is a good team-player
— if he can get along well with both peers and
superiors

How good are you in working with the team?

Of what organizations were you a member or
officer while in school?

How much time did you devote to extra-
curricular activities?

What were your concrete contributions to these
organizations?

25. Pre-Employment Exams

IQ Test

English Test

Reasoning Test (Essay)

Aptitude Test (Analysis)