DR. FILEMON C.

AGUILAR MEMORIAL COLLEGE

College of Business Administration
Golden Gate Subdivision, Talon 3, Las Piñas City

Course Code and Title : BACR 1 Human Resource Management

Lesson Number : Group 1

Topic : Employee Selection

Learning Objectives :

After this lesson, the student should be able to :

 Understand the process necessary to select new employees.

 Value the difference between Recruitment and Selection

 Appreciate the employment test in choosing an applicant

Lesson Presentation:

Selection is very important for any organization for minimizing

the losses and maximizing the profits. Hence the selection procedure
should be perfect.
It’s important to note that employee selection is different from
recruitment. Each is a distinctly separate phase. Recruitment happens first,
and selection takes place after you have a suitable pool of applicants.
Think of selection as the part of hiring where the funnel narrows
significantly, and the most promising hires are found.
What is Selection?

Selection is the process of picking or choosing the right candidate, who

is most suitable for the job. It is the process of interviewing the candidates and
evaluating their qualities, which are necessary for a specific job, and then selection of
the candidates is made for the right positions. The selection of the right candidates for
the right positions will help the organization to achieve its desired goals and objectives.
When the selection of the employees takes place, it is vital to ensure that they possess
the desired qualifications, skills and abilities that are required to perform the job duties
in a well-organized manner.

The Purpose of Selection:

 Is to pick up the most suitable persons who would match the requirements of the
job and the organization.

 To choose the best person available. However, there could be a real problem
with such an objective if the job is not appropriate for the person concerned.

 Proper selection and placement of employees can build a stable workforce and
reduce absenteeism and labor turnover.

 Effective selection is also helpful in increasing the efficiency of the organization

Difference between Recruitment and Selection

BASIS FOR
RECRUITMENT SELECTION
COMPARISON

Meaning Recruitment is an activity of Selection refers to the process

searching for candidates and of selecting the best candidates
encouraging them to apply for it. and offering them jobs.

Approach Positive Negative

Objective Inviting more and more Picking up the most suitable

candidates to apply for the candidate and rejecting the
vacant post. rest.

Key Factor Advertising the job Appointment of the candidate

Sequence First Second

Process Vacancies are notified by the firm The firm makes applicants pass
through various sources and an through various levels like
application form is made submitting the form, written test,
available to the candidate. interview, medical test, and so
on.

Selection Process
 The employee selection process is a series of steps that companies use to
hire the best workers. Matching the right skills to the open roles is key, and effective
selection can result in hiring the kind of employees that will boost company morale, add
to your corporate culture, and keep turnover low.

Job analysis, human resource planning, and recruitment are necessary

prerequisites to the selection process. The selection process begins when recruiting
programs have developed a number of applicants for available job openings. Before
the selection process begins, a profile of characteristics required for successful
performance should be developed for the job specification.

A good selection process should comprise the following steps:

1. Announcing the Job

Once it is decided that an empty position needs to be filled or after a new

position is created, the management team should list out the desired
qualifications for the job. Candidates may need a degree or certification, a
specific number of years of work experience , or a background in particular
industry. When these have been established, the human resources team can
pick where to advertise the job.

2. Reviewing Candidate Applications

Go through all the applications, resumes and cover letters to narrow down the
candidate pool.

3. Conducting Initial Candidate Screening

Once the applications are received, these are screened by the

screening committee, who then prepare a list of those applicants
whom they find suitable for the interviews. The shortlisting criteria
could be the age, sex, qualification, experience of an individual. Once
 the list is prepared, the qualified candidates are called for the
interview either through a registered mail or e-mails.

4. Conducting In-person Interviews

Now that you have fewer candidates in the pool, you can start setting up in-
person interviews to better assess their qualifications, Whether you choose a
panel or group interview, your interactions with the candidate will focus on their
ability to communicate and their compatibility with company culture.

5. Making Final Candidate Selection

Once everyone has been interviewed and you’ve received feedback from the
interviewers, the hiring manager will narrow the pool down to the best fit for the
job.

6. Checking references

Is a process of verifying the applicant’s qualifications and experiences with the

references provided by the applicant.

7. Medical Examination

Applicants are checked to ensure that the candidates are capable of

performing a job or not.

8. Final selection

Is the final process which proves that the applicant has qualified in all the
rounds of the selection process and will be issued an appointment.

Employment Test Often Used in Choosing Applicant

1. Mental Alertness Test – also known as an intelligence test, and verbal reasoning
tests. They measure a person’s ability to quickly learn jobs.

2. Clerical Aptitude Test - these measure the individual’s speed and accuracy in
dealing with similarities and clerical relationships.
3. Shop Arithmetic Tests - these measure mechanical abilities or skills, either natural
or acquired
4. Space Relation Tests – these measure the ability to visualize a constructed object
from a picture or pattern
5. Proficiency or Achievement Tests - these measure the individual’s proficiency on the
job in which he has had prior experience.
6. Vocational Interest Tests - designed to discover the patterns of employee interest
and thus suggest what types of work may be satisfying to the individual.

7. Dexterity and Manipulation Tests – these tests are given to applicants for jobs
requiring manual skills, especially the use of fingers.
8. Personality Tests - these measure personality characteristics which are considered
to be the basis of success in the job, particularly for supervisory and
managerial positions.