IN-DEPTH All relevant information about

the applicant is brought into

INTERVIEW focus at this point.
The factors of aptitude,
proficiency and personality as
measured by the energy, drives,
social adaptability, emotional
control and conscience are
thoroughly discussed during
interview.
Experience is valuable in
interviewing technique.
THREE (3) IMPORTANT CHARACTERISTICS THAT THE INTERVIEWER MUST
POSSESS

COMMUNICATION
KNOWLEDGE EMPATHY SKILLS
The interviewer must
know the behavior of
the person and must be
able to determine and
decipher the answers
to questions as he may
take down important
details during the
interview process.
THREE (3) IMPORTANT CHARACTERISTICS THAT THE INTERVIEWER MUST
POSSESS

COMMUNICATION
KNOWLEDGE EMPATHY SKILLS
The interviewer must
be able to discover
the inner behavior of
the individual by
understanding his own
personality and relate
this with the feelings
of the applicant.
THREE (3) IMPORTANT CHARACTERISTICS THAT THE INTERVIEWER MUST
POSSESS

COMMUNICATION
KNOWLEDGE EMPATHY SKILLS
The interviewer
must have facility of
communication-
refers to the use of
language, gestures
and voice inflection.
 To checked the
EVALUATING credibility with utmost
REFERENCES confidentiality if one
would like to get a
true picture of the
individual who would
like to join the
organization.
 THREE (3) kinds of references

Character Work or
Academic
experience

• tells about the • may come from some • To get the most valid
individual’s academic persons in the information about the
performance together community that are applicant.
with his transcript of familiar with the • It must be in the form
records. individual in their of the checklist.
• may include co- place of residence. • Confidentiality is of
curricular activities the information is
and student’s necessary.
performance in
college.
 Policy guidelines in reference checking
The reference should be used to develop the integrity of the whole
selection process.
For every important confidential positions, reference should be
conducted on a face-to-face basis since the applicant may be
reluctant to divulge significant information.
If face-to-face information is impractical, telephone inquiries should
be used rather than mailed requests for information.
In any kind of follow-up, inquiries should in structured form to
relate information to job and career requirement.
Inquiries should discover the “why” behind whatever impressions
are disclosed.
 To determine the physical fitness of
Physical examination the applicant for the job.
To screen out those physically
incapable of doing the job.
To prevent employment of those with
high incidence of absenteeism due to
illness or accidents.
To prevent hiring people with
communicable disease or who are
influenced by drugs.
Ward off unwanted claims with
workers compensation laws, SSS,
medical care and suits for damages.
 The applicant is now formally
introduced in the group and

placement undergoes an intensive orientation

and induction program.
Some companies assign the buddy
system to formalize the new
employee with the workings of the
department.
He is given manuals, rules and
regulations and company brochures,
and other company magazines to
familiarize him with the work
environment.
 Types of employees

PROBATIONAR REGULAR/
Y PERMANENT

APPRENTICESHIPS CONTRACRUAL
CASUAL/
SEASONAL
 PROBATIONARY EMPLOYEE

• A probationary
employee can be
terminated if he does
not pass required
reasonable standards in
the performance of the
job or there exists a just
cause for his termination.
 Types of employees

PROBATIONAR REGULAR/
Y PERMANENT

APPRENTICESHIPS CONTRACRUAL
CASUAL/
SEASONAL
Regular /permanent EMPLOYEE

• An employee who
passed the probationary
period and is
performing a regular
activity in the business
of the company, covered
in the regular company
staffing system.
 Types of employees

PROBATIONAR REGULAR/
Y PERMANENT

APPRENTICESHIPS CONTRACRUAL
CASUAL/
SEASONAL
 apprenticeships
• Apprenticeships is the
development of the
required skills for a
particular type of work.
• They may be regular or
probationary employees
after passing the trade
skills test during the
apprenticeship period.
 Types of employees

PROBATIONAR REGULAR/
Y PERMANENT

APPRENTICESHIPS CONTRACRUAL
CASUAL/
SEASONAL
 contractual EMPLOYEE

• The employee is hired

for affixed period or
specific project of the
company, the
completion of which is
specifically explained the
employee concerned.
 Types of employees

PROBATIONAR REGULAR/
Y PERMANENT

APPRENTICESHIPS CONTRACRUAL
CASUAL/
SEASONAL
 Casual seasonal EMPLOYEE

• An employee is hired
for a particular work or
service that is seasonal
in nature.
• Employment is
temporary according to
the volume of work.