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    Selection 3

    Uploaded by

    Popol Kupa
    The document outlines the 8-step process for selecting job applicants: 1) Establishing selection criteria; 2) Requesting application forms; 3) Screening applicants; 4) Conducting initial interviews; 5) Interviewing top candidates; 6) Verifying applicant information; 7) Requiring medical exams; 8) Informing the chosen applicant. Key aspects of the process include establishing job requirements, shortlisting qualified candidates, assessing abilities during interviews, and extending a job offer to the final selection.

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    Download as PPTX, PDF, TXT or read online from Scribd

    Selection 3

    Uploaded by

    Popol Kupa
    83 views10 pages
    The document outlines the 8-step process for selecting job applicants: 1) Establishing selection criteria; 2) Requesting application forms; 3) Screening applicants; 4) Conducting initial interviews; 5) Interviewing top candidates; 6) Verifying applicant information; 7) Requiring medical exams; 8) Informing the chosen applicant. Key aspects of the process include establishing job requirements, shortlisting qualified candidates, assessing abilities during interviews, and extending a job offer to the final selection.

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    Selection

    Original Title

    Selection-3

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    The document outlines the 8-step process for selecting job applicants: 1) Establishing selection criteria; 2) Requesting application forms; 3) Screening applicants; 4) Conducting initial interviews; 5) Interviewing top candidates; 6) Verifying applicant information; 7) Requiring medical exams; 8) Informing the chosen applicant. Key aspects of the process include establishing job requirements, shortlisting qualified candidates, assessing abilities during interviews, and extending a job offer to the final selection.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    83 views10 pages

    Selection 3

    Uploaded by

    Popol Kupa
    The document outlines the 8-step process for selecting job applicants: 1) Establishing selection criteria; 2) Requesting application forms; 3) Screening applicants; 4) Conducting initial interviews; 5) Interviewing top candidates; 6) Verifying applicant information; 7) Requiring medical exams; 8) Informing the chosen applicant. Key aspects of the process include establishing job requirements, shortlisting qualified candidates, assessing abilities during interviews, and extending a job offer to the final selection.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 10

    Selection

    - the process of choosing individuals who have the


    required qualifications to fill present and expected job
    openings.
    Process:
    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 these
    provide the needed information about the applicant.
    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.
    4. Screening interview to identify more promising
    applicants
    -included in the list are the applicants who will be asked
    to undergo formal interview by the supervisor/manager ;
    applicants who are deemed to be the most fitted for the
    job opening belong in this short list.
    5. Interview by the supervisor/manager or panel
    interviewers
    - through formal interview of the most compromising
    applicants, other characteristics of the applicants may be
    revealed or observed by the supervisor/manager or panel
    interview.
    Interview
    - are important in determining the qualifications
    of an applicant and gauging his or her ability to
    perform the job.
    Types of job interviews
    Structured interview – the interviewer asks the applicant
    to answer a set of prepared questions-situational, job
    knowledge, job simulation, and worker requirement
    questions
    Unstructured interview – the interviewer has no interview
    guide and may ask questions freely.
    One-on-one interview – one interviewer is assigned to
    interview the applicant
    Panel interview –several interviewers or panel interviewer
    may conduct the interview of applicants; 3- 5 interviewers
    take turns in asking questions.
    Such characteristics include the applicants’
    Self-confidence
    Positive or negative self-esteem
    Honesty
    Ability to relate well with others

    6. Verifying information provided by the applicant


    - to make sure that the applicant has not given false
    information about himself or herself, verification is necessary.
    -background checking must also be done to avoid the hiring
    of applicants with criminal record and to ascertain that he or
    she has good moral character.
    7. Requesting the applicant to undergo
    psychological and physical examination
    - having a healthy mind and a healthy body
    are important for good job performance.
    Types of Employment Test
    Intelligence test – designed to measure the applicant’s
    mental capacity; tests his or her cognitive capacity,
    speed of thinking and ability to see relationships in
    problematic situations.
    Proficiency and aptitude tests- tests his or her present
    skills and potential for learning other skills.
    Personality tests- designed to reveal the applicant’s
    personal characteristics and ability to relate with
    others.
    Vocational tests- test to show the occupation best suited
    to applicant.
    8. Informing the applicant that he or she has been
    chosen for the position applied for
    - informing the applicant maybe done verbally
    or in writing by the managers who give the final
    decision regarding the applicant’s hiring. Final
    instructions regarding the company’s rules and
    regulations for hiring an applicant must be given
    in this step.
    Steps in Hiring Employees
    Effectively
    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 a decision
    b. notification and employment offer
    Step 4: Adaption on the workplace(orientation)

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