CHAPTER 4 :

SELECTION z

OF
EMPLOYEES
Human Resource Management by : Crispina R. Corpuz , PhD
WHY SELECTION PROCESS IS IMPORTANT
• Performance
z always depends in part of 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 perform a potential source of problems to management , his/her co
workers , and customers.
• Applicants have varying degree of intelligence , aptitudes and abilities.

• Labor laws protect employees making it difficult terminate or dismiss and incompetent
employee

Employer Review of Resumes , Cover Letters , Job Applications,

https://humanresources.about.com/od/job-application-review/job-application-review.htm
z
z 1. DEFINED THE JOB BEFORE
HIRING AN EMPLOYEE

• This is where job analysis will come in handy.

• This will help you prepare you the job

descriptiom and job specifications which in
turn will define the recruitment strategy.

Employer Review of Resumes , Cover Letters , Job Applications,

https://humanresources.about.com/od/job-application-review/job-appl
ication-review.htm
 2. REVIEW APPLICATION
z
FORM AND CREDENTIALS
CAREFULLY
• This provides basic employment information
that an be used to screen out unqualified
applications.

• Screen all applicants against a list of

qualifications, skills , experience , and
characteristics required by the job.

Employer Review of Resumes , Cover Letters , Job Applications,

https://humanresources.about.com/od/job-application-review/job-app
lication-review.htm
Take note of the following information during your review of
application
z form :

a. Employment Gaps
These gaps includes dates of employment listed only in years so that the actual day and
month of employment ending are masked.
b. Spelling , grammar , and punctuation
Attention to details such as appropriate grammar ,spelling , and punctuation do set a
candidate above the pack. Failure to shine in these details on their resume and application
should be noted by the employer.
c. Evidence that a career has gone backwards or plateaued
In a career that is progressing successfully , an applicant’s resume should show evidence
that job titles and job description have improved as the year progresses.

Employer Review of Resumes , Cover Letters , Job Applications,

https://humanresources.about.com/od/job-application-review/job-application-review.htm
 d. Failure to follow directions
z
Failure to follow directions is not just a waste of time but it can be harmful especially to
job applicants because the employer might think the applicant does not have the ability
to work in an organized and effective manner.

e. Failing to include a cover letter

Submitting a high quality cover letter with your resume can spell the difference.
Failing to include one would entail failing to demonstrate how you stand out from the
rest of the applicants.

• Resume

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.

Employer Review of Resumes , Cover Letters , Job Applications,

https://humanresources.about.com/od/job-application-review/job-application-review.htm
 • CoverzLetters

Job searching specialists and career counselors recommend that the job applicants write a
customized cover letter to accompany each resume sent to an employer. A cover letter saves
you time , connects the candidate’s relevant experience to the advertised job , and provides
insight into the candidate’s skills , characteristics and experience.

• Employment Application

Employers use the employmemt application to gather consistent data about prospective
employees.While the format for resumes and cover letters changes from person to person ,
the employment application collects consistent information format from every applicant.

Employer Review of Resumes , Cover Letters , Job Applications,

https://humanresources.about.com/od/job-application-review/job-application-review.htm
z 3. EMPLOYMENT
INTERVIEW
• This provides the hiring supervisor
the opportunity to review
candidates qualifications and
determine their suitability for the
position.
• It also provides candidates with
the chance to learn about the
position and its requirements and
present information in their skills
and experience.

Employer Review of Resumes , Cover Letters , Job

Applications,
https://humanresources.about.com/od/job-application-review
 Preparation
z
for the interview

Supervisors and other personnel in the departmemts who are

involved in the interview should prepare in advance for the
interviaew by :

• Developing a list of core questions which will be asked of all candidates

interviewed
• Reviewing the requirements for the position and comparing them with the
applications and resumes of candidates and;
• Taking note of areas in the person’s job history where clarification is needed

Employer Review of Resumes , Cover Letters , Job Applications,

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 Interview
z
Format

The interview format should be the same for all candidates.

• The same basic questions relating to the job should be asked.

• Candidates should be allowed to see the workplace if that is relevant.
• The essential functions and other requirements for the positions should be
described to each candidate; candidates should be asked if they can
perform those functions.
• If at all possible, all candidates should be interviewed by the same people.

Employer Review of Resumes , Cover Letters , Job Applications,

https://humanresources.about.com/od/job-application-review/job-application-review.htm
 4. EMPLOYMENT
z
TESTING

• Employers often use test amd other

selection procedures to screen applicants
for hiring and employees for promotion.
There are many different types of tests and
selection procedures , including cognitive
tests , personalith tests , medical
examinations , credits, and criminal
background checks.

Employer Review of Resumes , Cover Letters , Job Applications,

https://humanresources.about.com/od/job-application-review/job-appli
cation-review.htm
 The use of tests and other selection procedures are very effective
z
means of determining which applicants or employees are most
qualified for a particular job.

• Cognitive tests assess reasoning , memory , percrptual speed amd accuracy

and skills in arithmetic and reading comprehension, as well as knowledge of a
particular function.

• Physical ability tests/test of motor and physical abilities measure the physical
ability to perform a particular task or the strength of specific muscle groups , as
well as strength and stamina in genefal.

• Sample job tasks (e.g.,performance tests m simulations, work samples , and

realistic job previews) assess performance and aptitude on particular tasks.

• Medical inquiries and physical examinations , including psychological

tests,assess physial or mental health.

Employer Review of Resumes , Cover Letters , Job Applications,

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 z
• Personality tests and integrity tests assess the degreento
which a person has certaim traits or dispositions
( e.g.,deoendability cooperativeness,safety ) or aim to predict
the likelihood that a person will engage in certain conduct ( e.g.,
theft , absenteeism)

Employer Review of Resumes , Cover Letters , Job Applications,

https://humanresources.about.com/od/job-application-review/job-application-review.htm
z 5. BACKGROUND
INVESTIGATION/REFENCE
CHECKING

• This is done to verify the accuracy of

factual information previously provided
by the applicant to uncover damaging
background information xuch as
crminal records and violent behavior.

Employer Review of Resumes , Cover Letters , Job

Applications,
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 Morez emoployers get these information from the
following;

a. Personal references
b. School records
c. Previous employment records.

The verification of the information provided by the applicant is

important because in some cases , information supplied on the
application from may be false or misleading.

Employer Review of Resumes , Cover Letters , Job Applications,

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 7.SELECTION
6.FINAL INTERVIEW
z
DECISION

Employer Review of Resumes , Cover Letters , Job Applications,

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z 8.PHYSICAL EXAMINATION

• It Determines if the applicant qualifies

for the physical requirements of the
position and to discover any medical
limitations that should be taken into
account in placing the applicant.

Employer Review of Resumes , Cover Letters , Job Applications,

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pplication-review.htm
 9. FINAL EMPLOYMENT
z
DECISION/PLACEMENT ON
THE JOB

• This is the decision to accept or reject

the applicant based on the results of the
physical examination and a value
judgement based on all the information
gathered in the previous steps.

Employer Review of Resumes , Cover Letters , Job

Applications,
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 SELECTION
z
PROCESS Step 9 : Placement on the Job

Step 1: Job Analysis to Prepare a Job Description

Step 8: Physical Examination
and Job Specification

Step 2: Preliminary Screening , Application Blank

and Interview. Step 7: Selection Decision

Step 3: Employment Interview Step 6: Final Interview

Step 4: Employment Testing Step 5: Background Investigation/Reference

Checks
Employer Review of Resumes , Cover Letters , Job Applications,
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z

ATTY. EDUARD A. CATIBAYAN