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
particular past
situation.

HOW TO CREATE STRUCTURED

INTERVIEW QUESTIONS?
• Craft the job description.
• List requirements by category or hard/soft
2. Situational Puts the applicant in a
skills.
Questions particular situation and
• Create Role-Specific questions
then asks for a
• Add general interview questions
description f behavior.
• Choose a rating scale
• Train hiring managers
• Conduct the interview
• Evaluate the candidates.
Example Possible Response PREPARING THE CANDIDATE
Question To help the candidate to be fully prepared for
the interview you should:
It is often Poor Response:
necessary to Lost of conflict. 1. Ensure that adequate notice is given of the
work The other date and time for the interview
together in a members were 2. Ensure that the candidate is aware how to get
group to ineffective. to your premises.
accomplish a
Average Response: 3. Ensure that they are clear where to go and who
task, please
I did all the work to contact upon arrival.
tell me about
myself.
the most 4. Ensure that they are aware of any information,
recent Superior Response: document etc., you would like them to bring with
experience We worked them to the interview.
you had together, I helped
working as involve everyone.
part of a
PREPARATION FOR THE INTERVIEWER
group.
1. Review all the relevant information beforehand
A customer Poor Response:
2. Prepare a plan of how you intend to conduct
comes into a Tell him he should
each interview – consistency is important.
store where check back later.
you work to 3. Prepare suitable venue for the interviews. The
Average Response:
pick up a choice of location and the layout of the room will
Apologize and tell
watch he left have an impact on the outcome.
him I will call him
for repair.
later. 4. Prepare suitable venue for the interviews. The
The repair
choice of location and the layout of the room will
was Superior Response:
have an impact on the outcome.
supposed to Listen, put him at
have been ease, call the 5. Allow adequate intervals between each
completed a repair shop while interview, giving yourself sometime after each
week ago, he waits. one to finalize your notes.
but the
6. Provide a list of candidates and their interview
watch is not
times to your receptionist. This will help to
yet back
present a professional image to candidates’ rival.
from the
repair shop.
The
customer is
CONDUCTING AN INTERVIEW
very angry. 1. Welcome
How would 2. Acquire Information
you handle 3. Supply Information
the 4. Plan and Part
situation?
 POTENTIAL PROBLEMS TO INTERVIEW
PROCESS
1. General Consistency
2. Interviewer Bias
3. Interview Fatigue
4. Lack of Preparation
5. Snap Judgements
6. Bad Interview Questions
SELECTION PROCESS
Reference Checking
• Involves contacting an applicant’s
previous employer, teachers or friends to
learn more about the applicant issues
with reference checking.
• A reference check acts as the source of
truth, allowing you to verify what you’ve
been told and help you explore any
potential strength and weaknesses.
5 THINGS TO UNDERSTAND TO FRAME
REFERENCE CHECKING QUESTIONS:
1. Understand the candidate/referee
relationship
• What is the period of time your
working relationship covered?
• What was the nature of the working
relationship and the reporting line?
2. 2. Verify the role and employment details
• What was the candidate’s title?
• What was the focus of the role as well
as main duties and responsibilities?
3. Assess the candidate’s previous
performance
• Can you please talk about the strength
of the candidate?
• What are the areas of opportunity for
this candidate?
4. Confirm the candidate’s reason for
leaving
• What was the reason for this person to
leave the company?
• Would you hire this person again and
why?
5. Seek additional information and confirm
the referee’s response
• Is there any other comment that you
would like to add?
• Do you remember a way on how this
candidate handled a situation like…?
Medical Examination
Candidates/applicants who have crossed the
above stages are sent for a physical examination
or medical examination.
There are three aims of medical
examination:
1. Physical fitness for the job concerned.
2. To protect the business organization from
infectious diseases.
3. To check excessive expenditure on the
treatment of employee.
Job Offer
Is an invitation for a potential employee to
work in a specific position for an employer. It
typically contains the details of the
employment offer, including salary, benefits,
job responsibilities and the reporting
manager’s name and title.
HOW TO NEGOTIATE A NEW JOB 3. Be prepared to walk-away. If the offer doesn’t
OFFER? meet your expectations in areas important to
you, you may be better off declining the offer.

What is negotiable?

Salary Membership, 4. Keep quiet and always wait for an answer.

association dues When you propose your salary number or your
item to negotiate and your desired terms, do not
Job title Signing bonus talk. Wait for the response.

Start date Laptop, mobile 5. Focus on what’s in it for them. Never make
phones, home office this solely about your needs and wants. Explain
technology how they will benefit from hiring you.

Vacation Auto 6. Leave your emotions outside. This is business

transaction. Do not let your pride, fear
Reporting Flex-time uncertainty or any other emotion impact what
relationships
you say or do.

Decision Training
7. Be confident in your value. Remember, the
making/level of
company is lucky to get you and your skills.
authority
They’ve invested a lot in this process and they do
Relocation Remote or virtual
not want to start over unless they have to.
expenses work Remind them of the problems you will solve.

8. Use your research information, if you know

NEGOTIATING TIPS TO KEEP IN MIND
1. don’t make demands, but ask questions
instead. To make the exchange feel win-
win solution and to honor your potential
new manager’s authority, form your
request as a question. For example, if
asking for a higher salary, form your
question like: “Based on my specific skills in
(state technical skills), I was expecting a
higher starting salary. What can we do to
increase this number?”
the company has made exceptions in vacation
policy, use it to your advantage (without naming
names)
9. smile. You have to be positive and likeable. It
also reflects how you handle stress on the job.
10. Get it in writing. When all is said and done,
be sure you get agreed terms in writing before
you start.

2. Negotiate with the right parties. Know who

has the ultimate authority to make
negotiations.