The document discusses various aspects of the employee selection process. It describes different types of tests that can be used in selection, including knowledge, aptitude, personality and honesty tests. It also outlines the steps in a typical selection process, from initial application to hiring, and factors important for effective interviewing such as knowing the job requirements. The goal of selection is to choose the most qualified candidates who will help the organization achieve its objectives.

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9. -Is an intended process of
attracting suitable people to fill
up vacant position in an
organization in accordance with
human resource planning.
-is the process of encouraging,
inducing, or influencing
applicants to apply for a certain
vacant position.
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12. -Is the process of getting the most
qualified applicant from among different
job seekers.
- Is an important function as no
organization can achieve its goals without
selecting right people, where faulty in
selection leads to wastage of time,
money and spoils the environment of an
organization.
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15.  highlight the need for systematic approach to
employee selection
 describe some of the major findings from
research studies on employee selection
 examine the use of psychological tests in the
employee selection
 review the factors that made for successful
employee selection interviewing.
 examine the importance of equal opportunity in
employee selection
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17. For an organization to achieve its human resource
objectives, selection decisions must comfort with
corporate policy. A good policy is essential as it
communicates clearly what a company’s selection
goals are:
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18.  equal opportunity requirements
 quality of people
 source of people
 roles of line managers and human resource
specialist
 selection techniques to be used
 use of consultants
 industrial relations impact
 corporate objectives
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19. Step 8:ORIENTATION
Step 7: HIRING
Step 6: PHYSICAL AND MEDICAL EXAMINATION
Step 5: FINAL SELECTION BY IMMEDIATE SUPERVISOR
Step 4: EMPLOYMENT TEST
Step 3: APPLICATION FORM
Step 2: PRELIMINARY INTERVIEW
Step 1: RECEPTION OF APPLICANTS
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22. Not all applicants are allowed to go through
the entire process of selection. Some of
them are limited by means of “preliminary
screening” or “sight screening,” whereby
the undesirable applicants are quickly
eliminated on the basis of rapid appraisal
of their apparent characteristics, such as
age, height, physical condition, etc.
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23. It is the process by which the
applicants are being interviewed and
classified under 2 categories:
 those to be given examinations and
further interviews
 those who should not be considered
at all.
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24. -This initial screening is intended to
eliminate obvious misfits in order to
reduce the time and cost of actual
selection.
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26. The purposes of interview are:
a) to find out how qualified the applicant is
for the vacancy
b) to give the applicant the information he
needs in order to decide to take the job if
offered to him
c) to create goodwill for the company
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27. SITUATIONAL It can be oral;
Can the applicant handle difficult
situations likely to be encountered
on the job?
JOB KNOWLEDGE It can be oral or written;
Does the applicant possess the
knowledge required for successful job
performance?
JOB SAMPLE SIMULATION Observation of actual or simulated
performance.
Can the applicant actually do essential
aspects of the job?
WORKER REQUIREMENTS it can be an oral;
Is the applicant willing to cope
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28. Know the job
Know the personal attributes, experiences, skills and
qualifications
Set specific objectives
Provides the proper setting to the interview
 review the application form
Beware of prejudices
Don’t make snap decisions
Put the applicants at ease
Watch the body language
Encourage the applicant to do most of the talking
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29.  keep control of the interview
 explain the job
Close the interview
Write up the interview
Check references
Evaluate the interview
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32. The application form is used:
1. as a guide when interviewing the applicant
2. as a basis for eliminating applicants with unfavorable
personal data.
3. for matching the qualifications of the applicant with
the job requirements as indicated in the job
description and job specification.
4. for checking on the applicants’ school records,
references, and former employers.
5. as part of the employees permanent record and for
communicating with the emloyee or his family
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35. - The employment officer goes over the application
forms. On the basis of the information it contains and
from the impression the officer gathers at the
preliminary interview, he decides who should be
called in to take the employment test. The purpose of
testing is to measure the applicant’s abilities which
cannot be gauged through interviews. They also help
make an objective comparison among applicants.
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37. It measure how much the job-
seeker already knows about the
job or how well he or she is able to
do the job.
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38. It is an attempt to measure the individual’s
capacity or overall ability to learn.
Although such tests have been proven
valid for certain high-level jobs, they have
often been misused to screen applicants
for jobs that should be measured with
performance or aptitude tests.
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39. It is an attempt to measure ability to learn
specific jobs. These tests may be
multiaptitude or specific aptitude.
Multiaptitude tests measure a number of
traits.
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40. It is an attempt to measure the
applicant’s interest. Although the test
results may indicate whether a person
likes a particular job, the results are
not necessarily related to job success
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41. It is an attempt to measure different
facets of the personality such as
achievement orientation, dominance,
and sociability.
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42. Pencil-and-paper psychological and Measure attitudes and personality
personality test characteristics such as emotional stability,
intelligence and ability to deal with stress.
Pencil-and paper honesty test (integrity Assess the degree of risk of a candidates
testing) engaging in dishonest behaviour.
Job skill test Assess competence in actual “hands-on”
situations.
Polygraph (lie detector test) Measure physical signs of stress such as rapid
pulse and perspiration.
Drug test Check for controlled substances through urine,
blood or hair samples submitted for chemical
analysis
Handwriting analysis Infer personality characteristics and styles from
samples of handwriting.
Aids/HIV anti-body test Find evidence of aids virus through blood
samples.
Genetic/DNA screening Use tissue of blood samples and family history
data to identify those at risk of costly diseases.
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44. Employment involves 3 decisions:
1. management’s decision as to whom
among the applicants would best fit
the job and should be hired.
2. the applicant’s decision as to whether
or not the job is the right one for him
after the supervisor has discussed the
job duties. Is he really interested in
the job and does he want to work for
the company?
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45. 3. The supervisor must decide if the
applicant is the kind of man who can be
at work with him in his team. The
supervisor must look into his personality
and see if he is able to work well with the
members of his team.
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47. The selected applicant is required to
pass a physical and medical
examination.
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48. The purpose of physical and medical
examination are:
1. To prevent contamination of contagious
disease.
2. to prevent the hiring of liability which
may result in absenteeism ,
hospitalization expenses, etc.
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50. When a candidate has passed the selection
requirements and is chosen, he is finally
sent to the personnel department for the
completion of the hiring process.
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52. New employees are oriented on the
company policies, rules and regulations,
and inducted or briefed about his job by the
immediate supervisor or by the training
officer.
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54. Companies can have the most
qualified applicants when they
follow the said selection
process coz’ if one fails, there
will be a poor employee.
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