MT Manpower Services, Inc.

Recruitment and Selection Analysis

Purpose

MT Manpower Services, Inc. recognizes that our people are the foundation of our success. MT
Manpower must be able to attract and retain leading expertise, and this requires a strategic and
professional approach to recruitment.

Its purpose is to provide a framework for hiring and selecting employees based on the principles
set out below. It also complies with MT Manpower Services requirements and all other relevant labor
law requirements.

Scope

This process includes all activities that are part of the recruitment and selection process. Applies
to all job postings except non-regular employment. For the procedures to be effective, it is important
that all employees involved in hiring and selecting personnel know and follow this document.
Ultimately, it is the responsibility of MT Manpower Services, Inc. management to ensure all employees'
safety.

Core Principles

1. MT Manpower seeks to hire the best candidates based on excellency. The hiring and selection
process involves identifying the best person for the job and company.

2. Applicants are selected based on the sustainability of the position.

3. Applicants will be informed of the details of the application process and the positions to be
filled.

4. The Company requires that applicants provide only the information necessary to assess the
sustainability of the position. By the current employment legislation, MT Manpower ensures
that staff selection and recruitment are performed in a professional, efficient, as well as
attentive approach.

5. Manpower promotes best practices in recruitment and selection. We continually develop our
hiring and selection process so that we can integrate new ideas and approaches.

6. MT Manpower treats entire applicants fairly, impartially, and efficiently with respect and
courtesy so that the candidate experience is positive regardless of the outcome.

7. If an applicant submits a written complaint to us, we will interrogate the complaint and act in
response in writing.
Selection Methods

MT Manpower Services, Inc. used the selection methods by conducting a test examination with a total
of 60 items consisting of aptitude, achievement, and cognitive test that ensures HR about the
candidates’ skills and ability to know if they are qualified for their job position or not. This is the first
requirement of their job application before they undergo the interview. This test examination provides a
big help and greater analysis of HR to know who is the qualified applicants that they should hire. Below
is the score test of the applicants.

Applicant Name Exam Score

Selection Process

Receiving Applicants

Potential employees who applied for the job position send their resume/cv that contains their
private information. The applications give the interviewers about the candidates’ information such as;
names, work experience, skills, etc.

Screening Application

After the application has been submitted, a special screening committee will analyze it and choose
applicants for an interview. The selection of applicants may be based on factors like skills, education,
employment history, etc.

Employment Test Examination

Before the interview, we required the applicants to take the test examination with a total of 60
items consisting of aptitude, achievement, and cognitive tests with a time pressure of 1 hour and 30
minutes. Test examinations are required to know about their skills and abilities and if they are qualified
for the job position they are applying for. Candidates who got a 75% passing rate have a high chance of
becoming prospective employees.
Interview

The employee interview is the following part of the recruitment process. Job interviews are
performed to fully ascertain a person's skills, experience, and potential for hiring in an organization. The
objective of a job interview is to determine the candidate's eligibility in addition to giving him or her
an overview of the job description and expectations. The appropriate candidates should be chosen for
the suitable positions through a recruitment interview. 

Checking References

The participant who provides a prospective employee's references also serves as a significant
informational source. The references can give information about the applicant's qualifications, work
history, and leadership and supervisory competence. The Human resources department is designed to
keep the documents provided by the referees secure.

Final Selection and Appointment

This is the final step in the selection process. After the candidate has successfully passed all
examinations and interviews, we will send or email an appointment letter, confirming his/her selection
for the job. The appointment letter contains all the details of the job like working hours, salary, leave
allowance, etc. Often, employees are hired on a conditional basis where they are hired permanently
after the employees are satisfied with their performance.

Recommendation

Overall progress and advancement of the company are facilitated by careful recruitment and selection
process as well as development. Particularly in comparison to individuals, a firm will only be as
successful as its workforce. Job descriptions for each role within the company should always be
organized before launching the hiring and selection process. Each job must contain a comprehensive
range of requirements along with the training and experience needed to carry out each position
properly. To make certain that the entire business complies with local, state, and nationwide laws,
procedures, and guidelines should always be established and followed during the recruitment and
selection phase. Guidelines must outline a set of rules to be followed when recruiting new employees,
while processes shall outline the necessary steps regarding selection and recruiting. Organizational
policies and procedures for the organization must cover how the department of human resources
controls the recruiting process. Following a precise description of processes, recruiting supervisors and
executives should receive training on the process specifications. Training should address both the
procedures required to identify and hire employees as well as the right and efficient ways to conduct
interviews. A superior employee from the company should always be involved throughout the selection
and hiring procedures for small or big companies. The majority of applicants who are interviewed value
the participation of senior staff because they believe that efforts will be acknowledged.