1. Selection and Placement
Donnalyn S. Boncodin
Problems in Personnel Management
Dr. Mar Santiago
December 5, 2009

2. Selection Process Objective:
* To choose the individual who can effectively perform the job from the pool of qualified candidates.

3. Selection Process Prerequisites Job Analyses Human Resource Planning
Recruitment

4. Selection Process Environmental Factors Legal Considerations
Speed of Decision Making
Organizational Hierarchy
Applicant Pool
Type of Organization

5. Environmental Factors
Legal Considerations
- Human resource managers should have extensive knowledge of the legal aspects of selection including awareness of the selection criteria to avoid.

6. Environmental Factors
Hiring Criteria and Standards to Avoid
Gender
National Origin
Marital Status
Disabilities
Religion
Pregnancy
Physical Requirement
Conviction Record

7. Environmental Factors
Speed of Decision Making
- Time available to make the selection decision. There are times that pressure of business will dictate that exceptions be made.

8. Environmental Factors
Organizational Hierarchy
- Different approaches in the selection are generally taken for filling different levels in the organization.

9. Environmental Factors
Applicant Pool
- The process can be truly selective
if there are several applicants for a particular
position.
Selection Ratio
= Number of persons hired to fill a particular job
Number of available applicants

10. Environmental Factors
Type of Organization
- Sector of the economy in which individual are to be employed – private, governmental or not-for-profit organization.

11. Employee Selection
Go through the selection process to determine who is the best candidate for the position.
Initial screening
Employment testing
Selection interview
Background and reference checks
Physical examination
Decision to hire

12. Employment Application Form
Provides basic employment information to be used in the later steps in the selection process and can be used to screen out unqualified applicants.
Weighted Application Forms
Assign different weights on different questions.

13. Accuracy of Information
“ I hereby certify that the answers given by me to the foregoing questions and statements made are true and correct, without reservations of any kind whatsoever, and that no attempt made by me to conceal pertinent information. Falsification of any information on this application may lead to immediate discharge at the time of disclosure.”
Employers view falsification of application as a serious offense, that if detected, normally leads to discharge.

14. Preliminary Interview
Conducted to determine the applicant’s skills, abilities and job preferences match any available jobs in the organization.
To explain to the applicant the available jobs and their requirements
To answer any questions the applicant has about the available jobs or the employer.

15. Employment Testing Five Categories of Tests Aptitude Tests Psychomotor
Job knowledge and Proficiency
Interests
Personality

16. Employment Testing Five Categories of Tests Aptitude Tests
– measure a person’s capacity to learn and perform a job. More frequently used tests measure verbal ability, numerical ability, perceptual speed, spatial ability, reasoning ability.
Psychomotor
- measure a person’s strenght, dexterity and coordination
Job knowledge and Proficiency
* Job Knowledge – measure job-related knowledge
* Proficiency – measure how well an applicant can do a
sample of the work to be performed

17. Employment Testing Five Categories of Tests Interests Personality
– designed to determine how an applicant’s interests compare with the interests of successful people in a specific job.
Personality
- attempt to measure personality characteristics.

18. Selection Interview
- It’s purpose is to supplement information obtained in other steps in the selection process to determine the suitability of an applicant for a specific opening.
Types of Interview
Structured
Unstructured

19. Selection Interview Types of Interview Structured
– is conducted using a predetermined outline that is based on a thorough job analysis.
Advantages:
- provides same type of information to all
interviewees
- allows systematic coverage of all
questions deemed necessary by organization

20. Selection Interview Types of Interview Unstructured
– do not have predetermined checklist of
question and use open-ended questions.
Advantage:
- provides more relaxed atmosphere
Disadvantages:
- lack of systematic coverage of all questions
- susceptible to personal biases of the interviewer

21. Selection Interview Problems in Conducting Interviews
Subject to the same legal requirements of validity and reliability.
Creates initial impression which tend to overlook or ignore any additional relevant information about the applicant.
Halo effect – allows a single prominent characteristic
to dominate judgment of all traits.
Overgeneralizing – an interviewee may not behave exactly the same way on the job as during the interview.
Personal preferences, prejudices, and biases

22. Selection Interview Conducting Effective Interview
Careful attention should be given to selecting and training interviewers.
Plan for the interview, which include an outline specifying the information to be obtained and the questions to be asked.
The interviewer should attempt to put the applicant at ease.
Facts obtained in the interview should be recorded immediately.
Effectiveness of the of the interviewing process should be evaluated.

23. Background and Reference Checking
Reference from Three(3) categories;
- Personal
- School
- Previous Employer
Have limited value to employers since no one will list someone if it will not give a positive response.

24. Physical Examination
Is normally required only for the individual who is offered the job.
The job offer is usually contingent on the individual passing the physical examination.
Not only to determine whether the applicant is physical capable of performing the job but also his/her eligibility for group life, health and disability insurance