The document discusses the process of employee selection, which includes establishing selection criteria, screening applicants, interviewing promising candidates, verifying information, and conducting tests. The goal is to choose qualified individuals to fill job openings. Key steps are determining job requirements, recruiting applicants, screening and selecting candidates, making hiring decisions, and orienting new employees. The document also describes different types of interviews and employment tests used in the selection process.

1. SELECTION
Suzaine Polancos
Zaira Mae Rafal

2. Selection is the process of choosing individuals who have the required
qualifications to feel present and expected job openings.
The selection process typically incudes the following steps:
1. Establishing the selection criteria- selecting human resources in an
organization requires understanding of the nature and purpose of the job
position which has to be filled.
2. Requesting applicants to complete the application form- application
forms must be completed because this provides the needed information
about the applicant.

3. 3. Screening by listing applicants who seem to meet the set criteria- this involves the preparation
of a short list of applicants who meet the minimum requirements of the job positions to be filled; it
is done to avoid wasting time by conducting interviews with applicants who do not meet the set
criteria for the job opening.
Step 1- Determining a need
Job analysis
Step 2- Application search and selection
A. Recruitment
B. Screening and selection
C. Interviews
Step 3- Decision- making process
A. Making decision
B. Notification and employment offer
Step 4- Adaptation to the workplace
Orientation
Steps in hiring
employees effectively

4. 4.Screening interview to identify more promising applicants- a short list of applicants
is prepared. Included in the list are the applicants who will be asked to undergo formal
interview by the supervisor or manager; applicants who are deemed to be the most fitted
for the job opening belong in this shorter list.
5. Interview by the supervisor or manager or panel interviewers- through formal
interview of the most promising applicants, other characteristics of the applicants may be
revealed or observed by the supervisor or manager or panel interviewers.
6. Verifying information provided by the applicants- to make sure that the applicant
has not given false information about himself or herself, verification is necessary.
7. Requesting the applicant to under go psychological and physical examination-
have been a healthy mind and healthy body are important for good job performance.

5. 8. Informing the applicant that he/she has been chosen for the position
applied for- informing the applicant maybe done verbally on in writing by the
managers who give the final decisions regarding the applicants hiring.
TYPES OF JOB INTERVIEWS
• Structured interview- the interviewer asks the applicant to answer a set of
prepared questions- situational job, job knowledge, job simulation, and
requirement questions.
• Unstructured interview – the interviewer has no interview guide and may
ask question freely.
• One-on-one interview- one interview is assigned to interview the applicant.

6. • Panel interview- several interviewers or a panel interviewer may conduct
the interview of applicants; three to five interviewers take runs in asking
questions.
TYPES OF EMPLOYMENT TESTS
• Intelligence test- designed to measure the applicants mental capacity; test
his/her cognitive capacity, speed of thinking, and ability to see relationships
in problematic situations.
• Proficiency and aptitude tests- test his/her present skills and potential for
learning other skills.
• Personality tests- designed to reveal the applicants personal characteristics
and ability to relate with others.
• Vocational tests- tests to show the occupation best suited to applicant.