Employee Selection Process
Recruitment
Selection
The Interview
Recruitment
Recruitment
Selection
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Finding potential employees
through Vocational Training, Job
Fairs, Newspaper, Website and
Social Networking.
Resumes
Applications
More competitive as the screening
has narrowed down to the most
qualified potential hires.
• Screening of applications and
resumes
• Testing
• Background checks
• Verifying educational background
Selection
Abilities
Job Placement
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The selection process involves an
interdependence relationship in
which the potential hire is match
based on a qualifications check
list.
Educational training and
experiential expertise.
Current knowledge base
Gifts and Talents are assessed
and taken into consideration for
best job placement.
• Increases fulfilling the
organization’s goals as well as
personal fulfillment.
• Keeps up with that industry current
trends.
Interview
Types of Interview
One-on-One interview
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This is one interview screening
then the selection process occurs,
needs no further interviews just to
complete new hire packet.
Interview
Sequential Interview
Sequential Interview
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Second interview may include
another screener to explain more
about the company their
expectations and also allowing the
interviewee to sell themselves.
More in-depth interview. May
relocate during the interview.
Interview
Panel Interview
Panel Interview
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Two or more screeners
More formal
Interview Questions
Closed end questions
Open ended questions
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They demand a yes/ no response
No room for error, i.e., if this
happens then this must be done
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Allows the employee to use judgment
Tells the character
Process of elimination
Professions dealing with general
public a must, i.e., the consumer is
always right; however, how do I
handle a difficult consumer?
How do you feel about quarterly
training?
Reason for leaving another job.
Body Language during the Interview
Non-Verbal Cues
Tips on being an interviewer
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Arms Folded
Raised Eyebrows
Leaning back in chair
Looking away
• Frowning
• Smiling
• Hands touching face
• Compressing Lips
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Here’s a video to assist in your
obtaining the best employees for
your company. Interesting pointers
from all perspectives:
https://www.youtube.com/watch?v
=ngiRY-ZCZJs
Organization’s Goals
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Train new hire within the procedures and policies of your
organization.
• Make sure goals and quotas are explained thoroughly.
• Assign to one supervisor so that the employee will have a more
personalized experience which will usually yield a more positive
result for both entities. (Remember answering to one
supervisors minimizes confusion).
• Leadership positions should also have a go to person in the
organization whether a secretary or another team member in a
leadership position.
Spiritual Progression
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Remember God a has given you that business. God has many
personality traits the only thing is that one person should not
have all the sums to the whole. Employee talents and gifts
should try and match the job and the company goals.
Sometimes they may not be for your organization remember to
pray for guidance for a team that yield excellency.
• Remember that your workers are to feel good too.
• “What profit have workers from their toil? I have seen the business that God has given to mortals to be busied
about. God has made everything appropriate to its time, but has the timeless into their hearts, so they cannot
find out from beginning the work God has done (Ecc. 3. 9-11).”
Motivation Scripture
“ I recognized that whatever God does will endure forever; there
is no adding to it, or taking from it. Thus has God done that he
may be revered. What now is has already been; what is to be,
already is : God retrieves what has gone by (Ecc 3.14-15).”
• No matter how hard it gets it will come to pass even if it needs
re-construction.
“Ehyeh-Asher-Ehyeh”
“I am that I am/I will be”
• There’s no reason to fail.
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