Selection and Placement
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Donnalyn S. Boncodin
Problems in Personnel Management
 Dr. Mar Santiago
 December 5, 2009
Selection Process
Objective:
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To choose the individual who can
effectively perform the job from the pool
of qualified candidates.
Selection Process
Prerequisites
Job Analyses
• Human Resource Planning
• Recruitment
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Selection Process
Environmental Factors
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Legal Considerations
Speed of Decision Making
Organizational Hierarchy
Applicant Pool
Type of Organization
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.
Environmental Factors
Hiring Criteria and Standards to Avoid
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Gender
National Origin
Marital Status
Disabilities
Religion
Pregnancy
Physical Requirement
Conviction Record
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.
Environmental Factors
Organizational Hierarchy
Different approaches in the
selection are generally taken for filling
different levels in the organization.
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
Environmental Factors
Type of Organization
- Sector of the economy in which
individual are to be employed –
private, governmental or not-forprofit organization.
Employee Selection

Go through the selection process to
determine who is the best candidate for
the position.
Decision to hire
Physical examination
Background and reference checks
Selection interview
Employment testing
Initial screening
Employment Application Form
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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
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Assign different weights on different
questions.
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.”
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Employers view falsification of application as a
serious offense, that if detected, normally leads
to discharge.
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.
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Employment Testing
Five Categories of Tests
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Aptitude Tests
Psychomotor
Job knowledge and Proficiency
Interests
Personality
Employment Testing
Five Categories of Tests
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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.
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Psychomotor
- measure a person’s strenght, dexterity and coordination
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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
Employment Testing
Five Categories of Tests
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Interests
– designed to determine how an applicant’s
interests compare with the interests of successful
people in a specific job.
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Personality
- attempt to measure personality characteristics.
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
Selection Interview
Types of Interview
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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
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
Selection Interview
Problems in Conducting Interviews
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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
Selection Interview
Conducting Effective Interview
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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.
Background and Reference Checking
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Reference from Three(3) categories;
- Personal
- School
- Previous Employer
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Have limited value to employers since no
one will list someone if it will not give a
positive response.
Physical Examination
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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