You are on page 1of 6

Screening and Selection

Screening is the process of sifting the good applicants from the host of
recruits while selectionis choosing the best among the screened applicants.
The dilemma facing most companies is how to select and hire the most
appropriate candidate.
[The process of] selection is too important a job that top executives of
successful companies despite their busy schedules involve themselves in.
You cannot delegate the process for selecting and developing leaders.

Two types of screening applicants:

1. Typical - these are commonly used by almost all organizations and consist of
various tools and
techniques at different stages (see figure below)

P3 - Recruitment and Selection / Val. Ed. 11 Career Development and Work Values
The selection process covers the following:

a. Screening (the) applications and resumes


- the application letter is the common starting point in the selection process,
enclosed with it is the resume of the applicant
- the resume includes, but is not limited to, his/her education, career interest
or goals
- generally, companies look at experience as an important criterion in selection

b. Conducting testing of the applicants


- Employment testan objective and standardized measure of a sample of
behavior that is used to gauge a persons knowledge, skills, abilities, and
other characteristics (KSAOs) in relation to other individuals
- more and more companies are conducting employee testing than before
- Cautions on testing:
o results of tests should NOT be the sole basis in selecting the best fit
candidate
o some tests need to be validated by interview, reference and/or
background checks
o tests need interpretation by qualified psychometricians
o ethics must be observed in the use of tests, i.e. copyright infringement
o some tests may not be culture-free, i.e. tests that are of western origin
- Four categories of tests:
o Achievement/Intelligence Test
assessment instruments used to measure an individuals mental
ability
measures ones knowledge based from what he or she acquired
through formal learning
o Aptitude/Ability Tests
tests designed to measure the ability of a person to develop
skills or acquire knowledge
these are tests to determine whether somebody is likely able to
develop the skills required for a specific kind of work
o Performance/Practical Tests
Refers to tests which assesses the performance and actual skills
of an applicant
two kinds:
Job Knowledge
Work Skills
o Personality Tests
aim to describe aspects of a persons character that remains
stable throughout that persons lifetime, the individuals
character pattern of behavior, thoughts, and feelings
the importance of personality tests is to ensure that a company
is not hiring somebody who has some personality disorder

P3 - Recruitment and Selection / Val. Ed. 11 Career Development and Work Values
Samples of Tests

1. IQ Test

P3 - Recruitment and Selection / Val. Ed. 11 Career Development and Work Values
2. Aptitude Test

P3 - Recruitment and Selection / Val. Ed. 11 Career Development and Work Values
3. Performance/Practical Test

P3 - Recruitment and Selection / Val. Ed. 11 Career Development and Work Values
4. Personality Test

P3 - Recruitment and Selection / Val. Ed. 11 Career Development and Work Values

You might also like