MAED-REPORT-EDUC 238.powe point presentation

recruitment and selection

1. EDUCATION 238 RECRUITMENT AND SELECTION OF EDUCATION PERSONNEL Reporter: ANALYN B. TUANDA JENIEFER ROSE C. TRAGICO JEANELY LONGAQUIT

2. SELECTION is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job. -STONE is the process in which candidates for employment are divided into two classes – those who are to be offered employment and those who are not. – DALE YODEV

3. SELECTION PROCESS Environment Selection Test Preliminary Interview Employee Interview Reference and Background Analysis Selection Decision Physical Examination Job Offer Employment Contract Evaluation

4. SELECTION PROCESS Environment Factors - is influenced by several factors. More prominent among them are supply and demand of specific skills in the labor market, unemployment rate, legal and political consideration and many more.

5. SELECTION PROCESS Preliminary Interview -the application received from job seekers would be subject to security so as to estimate unqualified applicants .

6. SELECTION PROCESS Selection Test - job seekers who pass the screening and the preliminary interview are called for tests. Generally, tests are used to determine the applicants ability, aptitude and personality.

7. SELECTION PROCESS Employment Interview - the nest step in the selection process is employment interview. An interview is conducted at the beginning and at the end of the selection process.

8. SELECTION PROCESS Reference and Background Analysis - many employers requests names, addresses, and telephone numbers references for the purpose of verifying information and perhaps, gaining additional background information on an applicant.

9. SELECTION PROCESS Selection Decision - after obtaining information through the preceding steps, selection decision – the most critical of all the steps, must be made.

10. SELECTION PROCESS Physical Examination - after the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test.

11. SELECTION PROCESS Job offer - the next step in the selection process is the offer to those applicants who have crossed all the previous hurdles job offer is made through a letter of appointment.

12. SELECTION PROCESS Contract of Employment - after the job offer have been made and the candidates accept the offer, certain documents need to be executed by the employers and the candidates.

13. SELECTION PROCESS Evaluation of Selection Program - this broad test of the effectiveness of the selection process is the quality of the personnel hired. A firm must have competent and committed personnel.

14. Barrier of Selection The main objective of selection is to hire people having commitment and competence. This objective is often defeated because of certain barriers. This impediments to effective selection of people at work can be explained as under:

15. BARRIERS OF SELECTION INEFFECTIVE RECRUITMENT PERCEPTION STEREOTYPING GENDER ISSUE

16. BARRIERS OF SELECTION AGE/ RACE ISSUE HOLA EFFECT QUOTA FAIRNESS

17. BARRIERS OF SELECTION VALIDITY RELIABILITY PRESSURE COST AND TIME NEPOTISM/FAVORISM

18. Difference between SELECTION and RECRUITMENT