UNIT 4: EMPLOYEE SELECTION

Unit Learning Objective:

By the end of this unit, you should be able to

apply Employee Selection concepts in your
Case Study #3 (Final Output) and apply the
whole course itself in your Final Exam.

This unit is a continuation of Unit 3 which will delve on Employee Selection.

EMPLOYEE SELECTION is choosing the best and the most qualified candidate from the pool
of applicants. Selection, to be effective, should abide by legal laws and should rightfully match
employees’ skill with the job requirements.

3.1 EMPLOYEE SELECTION

Employee selection refers to the particular HRM process of selecting the right person for
the right job based on specified criteria such as
competencies, experience and abilities. Employee selection
is also about ruling out unqualified candidates and choosing
only those with the necessary qualifications. A company
develops an organized selection policy in order that it
would maximize hiring effectiveness.

A wrong hire can sometimes be unavoidable and creates critical problems for organizations.
Such mistake cost companies a fortune for they would need to find another replacement again when
they have already spent for the wrong hire’s recruitment and compensation. Thus, effective selection
requires a careful study of the suitability of the applicant to the job.
 THE SELECTION PROCESS

Selection is extensive and complicated

because it comprises a series of steps prior to
making a hiring decision.
The set of steps may differ among
organizations thus, every step should be
evaluated as to its worth to the specific
organization. Whatever method a company
chooses, it is imperative that it adheres to rules
of ethics and lawful practices. Not all applicants successfully go through all the steps as some may
readily be turned down after the initial screening or others may not pass the employment tests.

STEP 1 – Completion of Application

The application form plays a primary role in the hiring decisions because it
introduces a jobseeker to the company while giving the employer preliminary data
about the job applicant. In the application form, include information that are job-
related such as work history, academic background, and other specifications.
These will be the basis of the questions in the job interview.

STEP 2 – Initial Interview in the HR Department

This is a preliminary interview to see if the applicant is

qualified or not based on the set qualification by the company.
Unqualified applicants are eliminated from the selection process.

STEP 3 – Pre-Employment Testing

 This is an objective evaluation of an
applicant. A careful study should be made
whether to discern what tests are suitable for
measuring the aptitude and ability required by the
various jobs in the company.

STEP 4 – Reference Check/ Background Check

References are checked in a number of ways; the most common way is making a phone call
to the previous employer. This is a practical and easy way of identifying unfit applicants. Background
checking is going beyond reference checks where employers check the authenticity of the
information provided in the resume. Common background
checks include visiting the academic institution, verifying past
employment, and doing online searches of the credentials and
job experiences.

STEP 5 – Supervisor/Team Interview

After the preliminary screening has been conducted, the

candidate most qualified is endorsed to the unit or department
who has the job vacancy. He/she will undergo a final interview
with the unit or department manager. A final decision is made and
communicated to the human resource department.

STEP 6 – Medical Exam/ Drug Test

Pre-employment medical tests are administered to ensure the company that the potential
hire has excellent health condition and is physically able to perform assigned tasks. Employers also
want assurance that the applicant does not have a serious medical condition that will put him and
his co-employees at risk. This is generally one of the final steps in the selection process and done
prior to a job offer.

STEP 7 – Hiring Decision

 Once all the previous steps have been
undertaken, the final hiring decision must be made.
The hiring team should mainly base its decision
from the selection criteria and not be biased for an
applicant who has become a frontrunner just
because of some positive traits; otherwise, such bias
may cause problems later on. Thereby, to ensure
objectivity on the final decision and proper job fit,
double checking on the selection and hiring standards should be made.

STEP 8 – Job Offer

The job offer follows once the final decision has

been made and the right match is found. While verbal job
offers are acceptable, a written one with provisions of the
job such as working conditions and compensation
package, is better. Once the job candidate signs, an
employee-employer relationship is created.

3.2 THE JOB INTERVIEW

The job interview is a formal conversation between

the job applicant and the employer’s representative. It
is done through one-on-one or a panel interview. The
primary aim is to assess whether the applicant should
be hired or not.

Interviewing is one of the most widely used tools for selecting would-be employees. It is the
man undertaking for the hiring team. It gives the employer a first-hand opportunity to find out about
a job candidate’s work history, academic qualifications, growth and advancement experiences, and
other personal attributes that are have not been shown in the resume.

On the other hand, the would-be-employee is given the chance to ask questions about the
company, its processes and its expectations.

Here are the various TYPES of Employment Interviews:

1. Unstructured Interview. This is a type of interviewing where questions are not pre-
ascertained. This is free-flowing similar to a regular chat and the questions are open-
ended, like “why should we hire you” and
“why do you want to work with us”.
However, this can be viewed as too
investigative because it allows for questions
to evolve.

2. Structured Interview. Here, all questions are prepared beforehand. Structured

interviews have uniformity meaning that each person interviewed will be asked the
same set of questions in the same order and way.

3. Panel Interview. This involves a group of interviewers who alternately pose

questions to the job applicant. There are typically 3 or 5 interviewers during a panel
interview.

4. Virtual Interview. Virtual interviews, also known as digital or video

interviews, allow the interviewee to conduct interview via online.

Common Job Interview Questions

A job interview is one of the most significant steps in people selection as it links
the employers with the ones seeking jobs. It also assists managers in gathering additional facts
about the candidates which may not have been disclosed in the resumes.
 Commonly Asked Questions in a Job Interview and How to Answer Them

This is usually the first question asked and this

How would you describe gives the interviewer first-hand knowledge about
yourself? the applicant.

For the applicant, you can start by showcasing

yourself, your educational background and other
job-related information; say why you think you are
the “perfect match” for the company.

Basically, create an enticing first impression

without appearing too boastful.

Remember to just stick with what is true and

What made you want to make it a point to put genuine feelings in your
work with us? responses.

Give the perception that you are ready to

embrace opportunities.

Identify your traits and qualities showing that

If we hire you, how could you are the applicant the company would want to
you help in the hire; do so without coming off as pretentious.
achievement of the
company’s goals?
The only way to respond to this is by telling the
What are your reasons for truth; bear in mind though that the interviewer is
leaving your previous job? trying to detect whether you are a loyal and
reliable person.

This is intended to find out whether you will stay

What are your goals for long-term in the company or leave as soon as you
the future? or find a better opportunity.

What is your personal Your job is to assure the interviewer of your

vision in life? commitment to grow with the company.

Prior to the interview session, find time to study about the company and the
position you are applying for. The more information you know, the better armed and confident
you would be to face your interviewer.
JOB INTERVIEW DOs and DON’Ts
Here are some general tips:
 JOB INTERVIEW DOs
1. Dress to advantage.
2. Be on time. Better yet, be early.
3. Say your greetings with a smile
and a firm handshake.
4. Bring a copy of your pertinent
documents especially an extra
copy your resume.
5. Talk in a clear voice and friendly
manner.
6. Always be polite and respectful.
7. Pay full attention on the questions
and provide responsive and
sensible answers.
8. Understand the questions and if
you do not, ask for clarifications.
9. Make eye contact.
10. Emphasize your accomplishments
without being boastful. Sell
yourself by sharing your talents,
skills and work-related
experiences.
11. When answering questions,
support your description of
yourself with detailed examples.
12. Be precise in your answers.
13. Ask questions about the job to
show your interest for the job.
14. At the end of the interview, thank
the interviewer for his/her time.
X JOB INTERVIEW DON’Ts
1. Do not arrive late.
2. Do not munch food or chew
gum/candy during the interview.
3. Do not drink alcohol or smoke
prior to the interview; do not
show up with a hangover.
4. Do not respond to mobile calls and
messages during the interview.
Turn off your phone or put it in
silent mode.
5. Do not mention anything negative
about your former bosses or
company.
6. Do not show restless or nervous
movements.
7. Do not lie or falsify facts.
8. Do not make long pauses or think
too long about your answers.
Avoid slang words or jargons.
Avoid verbal fillers such as “ahs”
and ”ums”.
9. Do not tell jokes nor share family
issues.
10. Do not inquire about
compensation and perks until you
get a job offer.
11. Do not bring your parents or
anybody to the interview itself.
12. Do not respond with a plain yes or
no; always expound on your
answers.
INTERVIEW QUESTIONS— PERMISSIBLE or NON-PERMISSIBLE

The HR personnel should be always mindful of the questions

asked and of the boundaries of what is permissible or not. One
should be guided by common decency and respect. Questions should
focus on the applicant’s qualifications for the job he/she is applying for.

During the interview, the applicant has all the rights to not respond to personal or prying
questions that are unrelated to the job application. He/she can switch the topic, tell the interviewer
that the questions are making him uncomfortable, or say that the questions are unlawful.

Below are examples of appropriate and inappropriate questions that may be asked in a job
interview.

 PERMISSIBLE X NON-PERMISSIBLE (Not)

Job Interview Questions Job Interview Questions

• What education did you complete?
What schools did you attend from?
• Do you possess a college degree?
• Do you have a diploma or its
equivalent?
• What work experiences qualify
you to work with us?
• What licenses and certificates can
you present for this position?
• Who referred you to apply here?
• Where do you live or what is your
address?
• Are you a member of a
professional organization or a
non-governmental organization?
• Do you have relatives that are
employed with us or with our
competitors?
• Are there particular hours or days
that you cannot work?
• Have you been convicted of a
crime?
• Do you have concerns about
wearing a uniform?
• What year did you graduate from
high school or college?
• How old are you or what is your
birthdate?
• What is your sexual preference?
• What is your religious affiliation?
• What is your national origin?
• Where do your parents hail from
or what place do they come from?
• What is your maiden name?
• Are you single, married, widowed,
annulled or divorced?
• What is your spouse’s name and
what is his job?
• Do you have physical incapacities
that would hinder you from doing
the job you applied for?
• Do you own the house you live in?
• Do you live alone or with
companions?
• Are you in a relationship?
• Have you been arrested or
detained?
• Are you a member of a union?
 • How do you prefer to be
addressed—Mr., Mrs., or Ms.?

THE FINAL DECISION

After administering the preliminary

interview, final interview and employment test,
the hiring person or committee’s next step is to
make a final decision. It is essential to
meticulously look again into the list of
qualifications of the potential hire before making
a final job offer. In assessing the top applicant choices, one has to select the candidate matching the
selection criteria and not just having a striking positive trait. Officially notifying the potential hire is
the responsibility of the human resource department.

UNIT SUMMARY

• Employee selection refers to the particular HRM process of selecting the right
person for the right job based on specified criteria such as competencies, experience
and abilities.

• The series of steps for selection differ among organizations thus, every step should
be evaluated as to its worth to the specific organization. Whatever method a company
it chooses, it is imperative that it adheres to rules of ethics and lawful practices.

• A pre-employment test is a means of measuring and screening the most qualified

applicants for the job, in terms of behavior, attitude and personality.

• Job interview is a formal conversation between a job applicant and the employer’s
representative. It is done through one-on-one or a panel interview. The primary aim
is to assess whether the applicant should be hired or not.

• Prior to the interview session, find time to study about the company and the position
you are applying for. The more information you know, the better armed and confident
you would be to face your interviewer.
• After administering the preliminary interview, final interview and employment
test, the hiring person or committee’s next step is to make a final decision. It is
essential to meticulously look into the qualifications inventory of the potential hire
before making a job offer.

Unit Assessment: You are now required to do your Final Output of CASE ANALYSIS PAPER
of Case Study #3 in order to assess your understanding of the lessons. To guide you, the
rubrics, case study problem and instructions are provided on the FB GC and Canvas.

You are also required to take your FINAL EXAM (Unit 1-4 coverage) the week after the
case study #3. See instructions on Canvas and FB GC.

Note: Congratulations, you have finished Week 4 and you are done with this module!
It’s time to go to your STUDENT PLANNER and tick off the last Unit 4 Learning Checklist.