The selection

process
• Identifying the best
candidate(s) for jobs
from the pool of
qualified candidates
from the recruiting
process
Steps in the selection process
• (1) Application screening (CV/resume &
application form)
• (2) Background and/or reference checks
• (3) Interviews (individual/group)
• (4) Employment tests
• (5) Other tests: Personality and/or Physical
examinations and/or Cognitive ability
Curriculum Vitae (CV) or Resume
• Details applicant’s information
• Full name
• Means of contact
• Working experiences
• Qualifications
• Skills
• Referencing
• Is a main information collecting tool for HR
department
Interview
• A formal conversation with
the Head of department
(HoD) and HR team
• Questions relating to the
profession
• Evaluating the attitude
• Observe the problem-
solving skills of the
candidates
 • First impression error
• Evaluate the candidates very quickly via
Interview error appearance or historical memories
• Maintain “I know” attitude
Interview error
• First impression error
• Contrast error
• Benchmarking
among the
candidates
Interview error
• First impression error
• Contrast error
• Similarity error
• Expect the similar
personality and
profession of the
candidates
 Interview error
• First impression error
• Contrast error
• Similarity error
• Non-relevancy error
• No boundary in questioning private
information of the candidates
• Confirmation bias: Use provided
information to reconfirm the
assumption
Employment test:
Work simulation
• Asking the candidates
to perform tasks or
job-related activities
that simulate or
represent the actual
work
 Placement
• Training
• Facilitate employee learning of job-
related knowledge, skills, and
behaviours
• Training on Opera (Property
management system - PMS)
• Micros (Point of sale - POS)
• Sequence of service/ Standard
Operational Procedure (SOP)
• Organizational culture
• Others