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    The Selection Process

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    Roseanne Binayao Lontian
    The 12-step selection process begins with defining the job requirements and planning personnel needs. Candidates are secured through various sources like colleges, advertisements, referrals, and agencies. Applications are reviewed and pre-employment tests administered to evaluate candidates. Interviews are then conducted to assess fit, with background checks providing additional insights. The final candidate receives a conditional job offer pending a physical exam. New hires complete an orientation program to set them up for success in their new role.

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    The Selection Process

    Uploaded by

    Roseanne Binayao Lontian
    25 views1 page
    The 12-step selection process begins with defining the job requirements and planning personnel needs. Candidates are secured through various sources like colleges, advertisements, referrals, and agencies. Applications are reviewed and pre-employment tests administered to evaluate candidates. Interviews are then conducted to assess fit, with background checks providing additional insights. The final candidate receives a conditional job offer pending a physical exam. New hires complete an orientation program to set them up for success in their new role.

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    THE SELECTION PROCESS

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    The 12-step selection process begins with defining the job requirements and planning personnel needs. Candidates are secured through various sources like colleges, advertisements, referrals, and agencies. Applications are reviewed and pre-employment tests administered to evaluate candidates. Interviews are then conducted to assess fit, with background checks providing additional insights. The final candidate receives a conditional job offer pending a physical exam. New hires complete an orientation program to set them up for success in their new role.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    25 views1 page

    The Selection Process

    Uploaded by

    Roseanne Binayao Lontian
    The 12-step selection process begins with defining the job requirements and planning personnel needs. Candidates are secured through various sources like colleges, advertisements, referrals, and agencies. Applications are reviewed and pre-employment tests administered to evaluate candidates. Interviews are then conducted to assess fit, with background checks providing additional insights. The final candidate receives a conditional job offer pending a physical exam. New hires complete an orientation program to set them up for success in their new role.

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     THE SELECTION PROCESS - Testing is no absolute yardstick for

    STEP1 – DEFINE THE JOB evaluation.


    - A logical selection process begins with a STEP7 – CONDUCT INTERVIEW
    clear definition of the position sought to
    be filled. - First impression is deceiving.
    Sometimes, it is advisable to get others
    STEP2 – PLAN THE MANPOWER to participate so that the manager may
    REQUIREMENTS have some additional clue about the
    - A manager will need to be farsighted in person.
    planning his personnel needs. This is the STEP8 – BACKGROUND CHECK
    most difficult resource to acquire, and
    lose. - Additional information may actually be
    gathered by checking back about the
    STEP3 – SPECIFY JOB REQUIREMENTS applicant’s history. Sometimes, this is
    - Knowing what the job is, we should more revealing.
    know what kind of a man is needed to do STEP9 – CONDUCT FINAL INTERVIEW
    it.
    - A job description is thus prepared - This is the stage at which history can
    detailing the specific details of the job point back whether there was sound
    and the personal requirements of the judgment exercised by the manager.
    person.
    STEP10 – OFFER THE JOB
    STEP4 – SECURE CANDIDATES
    - After being reasonably convinced he is
    - There are many ways to xecure the right man.
    perspective employees.
     College recruitment STEP11 – PHYSICAL EXAMINATION
     Newspaper advertisement - For good reasons, a physical
     Personal contact examination is needed. The law requires
     Referrals it. The job needs a healthy man.
     Drop-in applicants
    - Various sources STEP12 – ORIENTATION
     Within the company
    - A good orientation sets the man right at
     Other companies
    the very start.
     Employment agencies
     Schools
     Personal contact
     Drop-in
    STEP5 – REVIEW APPLICATION
    - The manager may secure the services of
    the personnel department to review and
    recommend suitable candidates from the
    group or batch that applied.
    STEP6 – ADMINISTRATIVE PRE-
    EMPLOYMENT TEST
    - A candidate is a complete stranger which
    the manager may not know totally.

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