Selection and screening

Selection and screening process.

1. Selection and Screening Process ISAD 22

2. PURPOSE Find the person best suited for a particular job.

3. Proper selection and screening will lead to: training effectiveness; increases job satisfaction; and reduces staff turnover

4. Whole-Man Rule A system of evaluating the suitability of an applicant. Act of weighing all elements of person’s background in determining his suitability.

5. SELECTION Using the predetermined qualification standards, it is the process of evaluating the applicant to ensure that they met the standards for employment consideration. Preliminary screening process.

6. Tools in selection process: Application form Interview Test

7. Application forms Candidates should complete an application form giving full details of their: personal data, accompanied by a recent and authenticated photograph; education; training; previous employment; and other relevant information deemed necessary to confirm a person’s identity and previous experience.

8. The application form should also include: a declaration that the information is complete and accurate; a declaration by the candidate accepting that any misrepresentation of the facts is grounds for refusal of employment or for disciplinary proceedings or criminal charges;

9. Cont … The application form should also include: the candidate’s agreement that personal and professional information may be collected from former employers, educational establishments, government agencies and personal references for the purpose of verification; and the candidate’s signature.

10. Why not Resume? Will not have various clauses included to warn the applicant of falsifying information.

11. Initial Interview The purpose of the interview is to: verify the accuracy of the application form ascertain the reasons for leaving previous employment; and ensure that no gaps are unaccounted for

12. Things to look for during interview: Signs of instability in personal relations Indication of lack of job stability Being over qualified for the post A declining salary history Inability to remember former supervisors Gaps in residence details Inadequate references Use of “self-employed status to hide period of unemployment

13. Types of Test Aptitude test Job knowledge test Honesty test

14. Aptitude test Measures person’s ability (verbal, numerical, reasoning) to learn and perform a job.

15. Job knowledge test Written or oral; and measure job related knowledge. Measure how well the applicant can do the work. Includes basic requirements and conditions of the job.

16. Honesty test Paper and pencil tests that measures trustworthiness and attitude towards honesty.

17. SCREENING Process resulting to hiring the most prospective candidates. At this point, a company already spent considerable amount of money in terms of using people and time to make the best selection.

18. Tools in screening process Final interview Reference checks Medical tests (Physical and Psychological) Drug test Background checks

19. Final Interview Seek applicant’s intention.

20. Reference checks Verification of education, training, and/or work history

21. Medical tests (Physical and Psychological) Determines the physical and psychological ability of the candidate in performing the job.

22. Drug test Ensure that person to perform the job is free from the influence of drugs.

23. Background check Subject for next discussion.

24. End