Selection of

Employees
Selection is the process of selecting a
qualified person who can successfully do a job and
deliver valuable contributions to the organization.
Selection
Process
1. Define the job before hiring an employee

This is where job analysis will come

in handy. This will help you prepare
the job description and job
specifications which in turn will define
recruitment strategy.
2. Review application form and credential carefully.

This provides basic employment information that can be used

to screen out unqualified applications. Screen all applicants
against a list of qualifications, skills, experience and characteristic
required by the job.
Take note of the following information during your review of
application form:
a. Employment Gaps
b. Spelling, grammar, punctuations
c. Evidence that a career has gone backward
d. Failure to follow direction
e. Failing to include a cover letter.
3. Employment Interview
Preparation for the Interview
• Developing a list of core questions which
will be asked for all candidates interviewed.
• Reviewing the requirements for the
position and comparing them with the
applications and resumes of candidates
• Taking note of areas in the person’s job
history where clarification is needed.
3. Employment Interview
Interview Format – It should be the same for all candidates.
• The same basic questions relating to the job should be
asked.
• Candidates should be allowed to see the workplace if that
is relevant
• The essential functions and other requirements for the
position should be described to each candidate; candidates
should be asked if they can perform all functions
• If at all possible, all candidates should be interviewed by
the same person.
4. Employment Testing
Employers often use tests and other
selection procedures to screen
applicants for hiring and employees for
promotion. There are many different
types of tests and selection procedures,
including cognitive test, personality test,
medical examinations, and criminal
background checks.
4. Employment Testing
Different types of test
• COGNITIVE ABILITY TESTS assess abilities
involved in thinking (e.g., reasoning,
perception, memory, verbal and mathematical
ability, and problem solving)as well as
knowledge of a particular function or job.
• PHYSICAL ABILITY TESTS measure the physical
ability to perform a particular task as well as
strength and stamina in general
 4. Employment Testing
Different types of test
• SAMPLE JOB TASKS (e.g. performance
test, simulations, work samples, and
realistic job previews) assess performance
and aptitude on particular tasks.
• MEDICAL INQUIRIES AND PHYSICAL
EXAMINATIONS, including psychological
tests, assess physical and mental health.
4. Employment Testing
Different types of test
• PERSONALITY TEST AND INTEGRITY TEST assess
the degree to which a person has certain traits
or dispositions (eg. Dependability,
cooperativeness, safety) or aim to predict the
likelihood that a person will engage in certain
conduct (eg. Theft , absenteeism)
• ENGLISH PROFICIENCY TEST to determine
English Fluency.
5. Background Investigation/ Reference Checking

This is done to verify the accuracy of factual

information previously provided by the
applicant to uncover damaging background
information such as criminal records and violent
behavior. More employers get these
information from the following.
a. Personal References
b. School Records
c. Previous employment records.
6. Final Interview
7. Selection Decision

8. Physical Examination
It determines if the applicant qualifies for
the physical requirements of the position
and to discover any medical limitations
that should be taken into account in
placing the applicant.
9. Placement on the job
This is the decision to accept or
reject the applicant based on the
results of the physical examination and
a value judgement based on all the
information gathered in the previous
steps.
 Steps in the Selection Process
Step 2: Review the
Step 1: Define
application form
the Job and credentials

Step 4: Step 3:
Employment Employment
Testing Interview

Step 5:Background Step 6:Final

Investigation/
Reference Checks Interview

Step 8: Physical Step 7: Selection

Examination Decision

Step 9: Placement
on the Job
Why Selection Process is Important
1. Performance always depends in part on employees.
2. It is costly to recruit and hire employees.
3. Company objectives are better achieved by workers
who have been properly selected based on their
qualifications.
4. An incompetent worker is liability to the company
causing direct losses in terms of substandard
performance and low productivity, and sometimes
a potential source of problems to management, his
or her coworker and customers.
Why Selection Process is Important
5. Applicants have varying degree of
intelligence, aptitudes and abilities.
6. Labor laws protect employees making it
difficult to terminate or dismiss an
incompetent employee.