Calingo, Erica Mae M.

CBET 22-104E

Selection tries to match the personal qualities of the applicants with the job requirements. This matching
procedure begins with and is based upon evaluation of the applicant’s strengths and weaknesses. The
results of this evaluation are measured against the job standards of the position.
In selection process, it doesn’t separate the person from his personal characteristics. The applicant has
positive and negative factors and the process of determining these factors requires a thorough analysis of
the individual’s qualifications.
Tests and interviews commonly focus on the applicant’s social abilities as well as his task abilities.
Selection procedures seek to measure the ability of the applicant over the existing organizational
structure.

The selection process can be defined as the process of selection and shortlisting of the right candidates
with necessary qualifications and skill set to fill the vacancies in an organization.
The employer can think of the election process as a series of hurdles that applicants must clear in order
to obtain the job.

The HRM Manager must be able to devise the most valid instrument in determining the job selection
process.

TESTING AND
PRELIMINARY APPLICATION
EVALUATION OF
SCREENING FORM
RESULT

IN-DEPTH
INTERVIEW

PHYSICAL EVALUATING
PLACEMENT
EXAMINATION REFERENCES
The first step in the assessment of an applicant for the job is the initial interview or preliminary
screening. This step deals with obvious factors such as voice, physical appearance, personal grooming,
educational background, professional training and experience that need to be assessed.

The following personal traits and qualities are the important things to consider in the preliminary
screening process;

a. Aptitude and interest indicate our natural abilities, capacity of learning and desires to certain jobs.
b. Attitudes and needs indicate an applicant’s frame of mind, emotional and mental maturity, sense of
responsibility and authority and future motivation.
c. Analytical and manipulative abilities indicate our thinking process, intelligence level and ability to
use knowledge effectively in any assigned task.
d. Skills and technical abilities indicate ability to perform specific operations and technical aspects to
job.
e. Health, energy and stamina indicate physical ability to perform the assigned task satisfactorily
especially those involving manual and managerial duties.
f. The person’s value system provides a clue to motivation, goals, objectives and work values
perseverance.

a. STRUCTURED INTERVIEW follows a set of procedures and the interviewer sets the leads.
Directive interview is usually structured. Structured interviews are usually more effective in
promoting equal opportunities for all applicants.
b. UNSTRUCTURED INTERVIEW is where the applicant takes the lead. The unstructured
interview provides no specific reference and the applicant is given a free hand in taling abot himself
and the interviewer makes and assessment.
c. PANEL OR ROUND-TABLE INTERVIEW is usually done for managerial and supervisory
employees. The applicant meets a panel or interviewers and seeks to facilitate the pollingg
judgments with prominent members of the working organnization.