RECRUITMENT AND SELECTION
Mrs. Jenica Y. Manuel
HUMAN RESOURCE MANAGEMENT
SELECTION
• The process of making “hire” or “No hire”
decision regarding each applicant for a
job.
• Selection is the process of choosing
qualified individual who are available to
fill the positions in the organization.
IMPORTANCE OF SELECTION
• Performance always depends in part on
employees. Those who do not have the
right skills will not perform effectively and
the overall performance in turn will suffer.
The time to screen out undesirable
performers is before they become part of
the organization, not after.
• It is costly to recruit and hire employees.
• Company objectives are better achieved
by workers who have been properly
selected based on their qualifications.
• An incompetent worker is a liability to the
company causing direct losses in terms of
substandard performance and low
productivity, and sometimes a potential
source of problems to management,
his/her coworkers and customers.
• Applicants have varying degree of
intelligence, aptitudes and abilities.
• Labor laws protect employees making it
difficult to terminate or dismiss an
incompetent employee.
SELECTION PROCESS
1. Screening Applications and Resumes
2. Employment Testing
3. Employment Interview
4. Checking Reference
5. Medical Examination
6. Making a Selection
SCREENING APPLICATION AND RESUME
Application Forms/Resume
• Generally, ask for information such as
address and phone number, education,
work experience and special training.
• At the professional-level similar
information is generally presented in
resumes.
Employment applications include areas for
applications to provide several types of
information
1. Contact Information
 The applicant’s name, address, phone
number and e-mail address.
2. Work Experience
 Companies that applicant worked for, job
titles and dates of employment.
3. Educational background
 High School, college and universities
attended and degree.
4. Applicant’s Signature
 Signature following a statement that the
applicant has provided true and complete
information.
 5. Contact Information
 The applicant’s name, address, phone
number and e-mail address.
6. Work Experience
 Companies that applicant worked for, job
titles and dates of employment.
7. Educational background
 High School, college and universities
attended and degree.
8. Applicant’s Signature
 Signature following a statement that the
applicant has provided true and complete
information.
RESUMES
 The usual way that applicants introduce
themselves to a potential employer is to
submit resume.
 Organizations typically use resume as a
basis for deciding which candidates to
investigate further.
 Resumes may enable applicants to
highlight accomplishments that might not
show up in the format of an employment
application.
 Reviewing a resume starts with a job
description or role profile so you know
broadly what the job entails. It should
show details about the qualifications and
experience of the candidate you seek to
fill the job.
THREE MAIN FORMAT OF RESUME
1. Chronological Resume Format
 is the standard resume format. It
clearly shows off the companies
you’ve worked for, and length of
employment. To build it, list jobs in
reverse-chronological order,
starting with your current job, and
then moving backward.
 It typically includes a summary,
work history, skills and education
section in that order.
Benefits:
1. Preferred format of recruiters and hiring
managers.
2. Provide concise snapshot of your work
history.
3. It’s easy to see career progression.
Best for:
1. Job seekers with a solid work history.
2. Applicant with a good story to tell.
3. Applicant tracking systems scans.
2. Functional Resume Format
 Unlike the chronological resume,
places skills and related
achievements center stage. Work
history is deemphasized – in fact,
this section is typically listing of
previous employers and dates.
 It typically includes a summary,
skills or qualifications section,
work history and the education
section in that order.
Benefits:
1. Skills are highlighted
2. Less emphasis is placed on work history.
3. Can focus on your most important
accomplishments.
Best for:
1. Job seekers with limited work experience.
2. Individuals with gaps in their work history.
3. Those who are changing careers.
3. Hybrid Resume Format
 Features both chronological and
functional styles. This format combines
the skills focus of the functional resume
with the chronological resume approach
capturing your work history.
 It is a best-of-both-worlds approach to
resume writing – a format that works
nicely for recent college graduates and
career changers, as well as seasoned
professionals who have worked many
similar positions.
Benefits:
1. Skills and work experience share the
spotlight in this format
2. Less emphasis is placed on work history.
3. Provide recruiters and hiring managers
with chronology.
Best for: WHAT IS COVER LETTER?
1. Those with a diverse employment history. - It is a one-page document that you submit
as part of your job application.
2. Students and recent college graduates
- Its purpose is to introduce you and briefly
3. Those making career changes
summarize your professional background.
On average, your cover letter should be
from 250 to 400 words long.
HOW TO WRITE RESUME?
- A good cover letter can spark the HR
• Pick the right resume format and layout. manager’s interest and get them to read
• Mention your personal details and contact your resume.
information. - A bad cover letter, on the other hand
• Use a resume summary or objective. might mean that your application is going
directly to the paper shredder.
• List your work experience and
achievements.
• Mention your soft and hard skills
• (optional) include additional resume
sections (Hobbies, language etc.,)
• Tailor your information for the job ad
• Craft a Convincing cover letter
• Proof read your resume and cover letter
 4. Integrity Testing- It is designed to assess
the likelihood that applicants will be
dishonest or engage in illegal activity.

TYPES OF TESTING
1. Cognitive Ability Test - It measures the
learning, understanding to solve problems
e.g., Intelligence Test
Sample questions:
5. Drug Testing - Normally requires
applicants to provide required sample
that is tested for illegal substance.

6. Work Sample Testing - Measures

performance on some elements of the
job.

SELECTION PROCESS
1. Interview
- It is the most frequently used selection
method.
- Interviewing occurs when applicants
respond to questions posed by manager
or some other organization
representatives (interviewer).
2. Physical Ability Test - It assesses muscular
- Typical areas in which questions are posed
strength, cardiovascular endurance and
include education, experience,
coordination.
knowledge of job procedures, mental
ability, personality, communication ability
3. Personality Test - It measures the pattern
and social skills.
of thought, emotions and behavior
 TYPES OF INTERVIEWS SAMPLE INTERVIEW RATING SCALE:

TYPES OF STRUCTURED INTERVIEW

Format

1. Behavioral Asks the applicant to

Questions describe actions in a
HOW TO CREATE STRUCTURED INTERVIEW particular past
QUESTIONS? situation.

• Craft the job description.

• List requirements by category or hard/soft
skills.
• Create Role-Specific questions
2. Situational Puts the applicant in a
• Add general interview questions
Questions particular situation and
• Choose a rating scale
then asks for a
• Train hiring managers
description f behavior.
• Conduct the interview
• Evaluate the candidates.
Example Possible Response PREPARING THE CANDIDATE
Question

It is often Poor Response:

necessary to Lost of conflict.
work The other
together in a members were
group to ineffective.
accomplish a
Average Response:
task, please
I did all the work
tell me about
myself.
the most
recent Superior Response:
experience We worked
you had together, I helped
working as involve everyone.
part of a
group.

A customer Poor Response:

comes into a Tell him he should
store where check back later.
you work to
Average Response:
pick up a
Apologize and tell
watch he left
him I will call him
for repair.
later.
The repair
was Superior Response:
supposed to Listen, put him at
have been ease, call the
completed a repair shop while
week ago, he waits.
but the
watch is not
yet back
from the
repair shop.
The
customer is
very angry.
How would
you handle
the
situation?