1. 5>> 0 >> 1 >> 2 >> 3 >> 4 >>

2. 4>> 0 >> 1 >> 2 >> 3 >> 4 >>

3. 3>> 0 >> 1 >> 2 >> 3 >> 4 >>

4. >> 0 >> 1 >> 2 >> 3 >> 4 >>

5. >> 0 >> 1 >> 2 >> 3 >> 4 >>

6. >> 0 >> 1 >> 2 >> 3 >> 4 >>

7. >> 0 >> 1 >> 2 >> 3 >> 4 >>

8. >> 0 >> 1 >> 2 >> 3 >> 4 >>

9. -Is an intended process of attracting suitable people to fill up vacant position in an organization in accordance with human resource planning. -is the process of encouraging, inducing, or influencing applicants to apply for a certain vacant position.>> 0 >> 1 >> 2 >> 3 >> 4 >>

10. >> 0 >> 1 >> 2 >> 3 >> 4 >>

11. >> 0 >> 1 >> 2 >> 3 >> 4 >>

12. -Is the process of getting the most qualified applicant from among different job seekers. - Is an important function as no organization can achieve its goals without selecting right people, where faulty in selection leads to wastage of time, money and spoils the environment of an organization.>> 0 >> 1 >> 2 >> 3 >> 4 >>

13. >> 0 >> 1 >> 2 >> 3 >> 4 >>

14. >> 0 >> 1 >> 2 >> 3 >> 4 >>

15. highlight the need for systematic approach to employee selection describe some of the major findings from research studies on employee selection examine the use of psychological tests in the employee selection review the factors that made for successful employee selection interviewing. examine the importance of equal opportunity in employee selection>> 0 >> 1 >> 2 >> 3 >> 4 >>

16. >> 0 >> 1 >> 2 >> 3 >> 4 >>

17. For an organization to achieve its human resource objectives, selection decisions must comfort with corporate policy. A good policy is essential as it communicates clearly what a companys selection goals are:>> 0 >> 1 >> 2 >> 3 >> 4 >>

18. equal opportunity requirements quality of people source of people roles of line managers and human resource specialist selection techniques to be used use of consultants industrial relations impact corporate objectives>> 0 >> 1 >> 2 >> 3 >> 4 >>

19. Step 8:ORIENTATION Step 7: HIRING Step 6: PHYSICAL AND MEDICAL EXAMINATION Step 5: FINAL SELECTION BY IMMEDIATE SUPERVISOR Step 4: EMPLOYMENT TEST Step 3: APPLICATION FORM Step 2: PRELIMINARY INTERVIEW Step 1: RECEPTION OF APPLICANTS>> 0 >> 1 >> 2 >> 3 >> 4 >>

20. >> 0 >> 1 >> 2 >> 3 >> 4 >>

21. >> 0 >> 1 >> 2 >> 3 >> 4 >>

22. Not all applicants are allowed to go through the entire process of selection. Some of them are limited by means of preliminary screening or sight screening, whereby the undesirable applicants are quickly eliminated on the basis of rapid appraisal of their apparent characteristics, such as age, height, physical condition, etc.>> 0 >> 1 >> 2 >> 3 >> 4 >>

23. It is the process by which the applicants are being interviewed and classified under 2 categories: those to be given examinations and further interviews those who should not be considered at all.>> 0 >> 1 >> 2 >> 3 >> 4 >>

24. -This initial screening is intended to eliminate obvious misfits in order to reduce the time and cost of actual selection.>> 0 >> 1 >> 2 >> 3 >> 4 >>

25. >> 0 >> 1 >> 2 >> 3 >> 4 >>

26. The purposes of interview are: a) to find out how qualified the applicant is for the vacancy b) to give the applicant the information he needs in order to decide to take the job if offered to him c) to create goodwill for the company>> 0 >> 1 >> 2 >> 3 >> 4 >>

27. SITUATIONAL It can be oral; Can the applicant handle difficult situations likely to be encountered on the job? JOB KNOWLEDGE It can be oral or written; Does the applicant possess the knowledge required for successful job performance? JOB SAMPLE SIMULATION Observation of actual or simulated performance. Can the applicant actually do essential aspects of the job? WORKER REQUIREMENTS it can be an oral; Is the applicant willing to cope>> 0 >> 1 >> 2 >> 3 >> 4 >>

28. Know the job Know the personal attributes, experiences, skills and qualifications Set specific objectives Provides the proper setting to the interview review the application form Beware of prejudices Dont make snap decisions Put the applicants at ease Watch the body language Encourage the applicant to do most of the talking>> 0 >> 1 >> 2 >> 3 >> 4 >>

29. keep control of the interview explain the job Close the interview Write up the interview Check references Evaluate the interview>> 0 >> 1 >> 2 >> 3 >> 4 >>

30. >> 0 >> 1 >> 2 >> 3 >> 4 >>

31. >> 0 >> 1 >> 2 >> 3 >> 4 >>

32. The application form is used: 1. as a guide when interviewing the applicant 2. as a basis for eliminating applicants with unfavorable personal data. 3. for matching the qualifications of the applicant with the job requirements as indicated in the job description and job specification. 4. for checking on the applicants school records, references, and former employers. 5. as part of the employees permanent record and for communicating with the emloyee or his family>> 0 >> 1 >> 2 >> 3 >> 4 >>

33. >> 0 >> 1 >> 2 >> 3 >> 4 >>

34. >> 0 >> 1 >> 2 >> 3 >> 4 >>

35. - The employment officer goes over the application forms. On the basis of the information it contains and from the impression the officer gathers at the preliminary interview, he decides who should be called in to take the employment test. The purpose of testing is to measure the applicants abilities which cannot be gauged through interviews. They also help make an objective comparison among applicants.>> 0 >> 1 >> 2 >> 3 >> 4 >>

36. >> 0 >> 1 >> 2 >> 3 >> 4 >>

37. It measure how much the job- seeker already knows about the job or how well he or she is able to do the job.>> 0 >> 1 >> 2 >> 3 >> 4 >>

38. It is an attempt to measure the individuals capacity or overall ability to learn. Although such tests have been proven valid for certain high-level jobs, they have often been misused to screen applicants for jobs that should be measured with performance or aptitude tests.>> 0 >> 1 >> 2 >> 3 >> 4 >>

39. It is an attempt to measure ability to learn specific jobs. These tests may be multiaptitude or specific aptitude. Multiaptitude tests measure a number of traits.>> 0 >> 1 >> 2 >> 3 >> 4 >>

40. It is an attempt to measure the applicants interest. Although the test results may indicate whether a person likes a particular job, the results are not necessarily related to job success>> 0 >> 1 >> 2 >> 3 >> 4 >>

41. It is an attempt to measure different facets of the personality such as achievement orientation, dominance, and sociability.>> 0 >> 1 >> 2 >> 3 >> 4 >>

42. Pencil-and-paper psychological and Measure attitudes and personality personality test characteristics such as emotional stability, intelligence and ability to deal with stress. Pencil-and paper honesty test (integrity Assess the degree of risk of a candidates testing) engaging in dishonest behaviour. Job skill test Assess competence in actual hands-on situations. Polygraph (lie detector test) Measure physical signs of stress such as rapid pulse and perspiration. Drug test Check for controlled substances through urine, blood or hair samples submitted for chemical analysis Handwriting analysis Infer personality characteristics and styles from samples of handwriting. Aids/HIV anti-body test Find evidence of aids virus through blood samples. Genetic/DNA screening Use tissue of blood samples and family history data to identify those at risk of costly diseases.>> 0 >> 1 >> 2 >> 3 >> 4 >>

43. >> 0 >> 1 >> 2 >> 3 >> 4 >>

44. Employment involves 3 decisions: 1. managements decision as to whom among the applicants would best fit the job and should be hired. 2. the applicants decision as to whether or not the job is the right one for him after the supervisor has discussed the job duties. Is he really interested in the job and does he want to work for the company?>> 0 >> 1 >> 2 >> 3 >> 4 >>

45. 3. The supervisor must decide if the applicant is the kind of man who can be at work with him in his team. The supervisor must look into his personality and see if he is able to work well with the members of his team.>> 0 >> 1 >> 2 >> 3 >> 4 >>

46. >> 0 >> 1 >> 2 >> 3 >> 4 >>

47. The selected applicant is required to pass a physical and medical examination.>> 0 >> 1 >> 2 >> 3 >> 4 >>

48. The purpose of physical and medical examination are: 1. To prevent contamination of contagious disease. 2. to prevent the hiring of liability which may result in absenteeism , hospitalization expenses, etc.>> 0 >> 1 >> 2 >> 3 >> 4 >>

49. >> 0 >> 1 >> 2 >> 3 >> 4 >>

50. When a candidate has passed the selection requirements and is chosen, he is finally sent to the personnel department for the completion of the hiring process.>> 0 >> 1 >> 2 >> 3 >> 4 >>

51. >> 0 >> 1 >> 2 >> 3 >> 4 >>

52. New employees are oriented on the company policies, rules and regulations, and inducted or briefed about his job by the immediate supervisor or by the training officer.>> 0 >> 1 >> 2 >> 3 >> 4 >>

53. >> 0 >> 1 >> 2 >> 3 >> 4 >>

54. Companies can have the most qualified applicants when they follow the said selection process coz if one fails, there will be a poor employee.>> 0 >> 1 >> 2 >> 3 >> 4 >>