SELECTING OFFICE EMPLOYEES

PRESENTED BY: RONALYN BARROGO

Making a significant
contribution to this area
is the employee
selection program used
by the organization.
Effective, well- designed
programs generally yield
better results than do
their counterparts.
Human resources, INTRODUCTION
training, and labor
relations manager and “Much of an organization’s
specialists provide the success is attributed to the
connection. quality of its workforce”
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SOURCES OF POTENTIAL
OFFICE EMPLOYEES
INTERNAL SOURCES
It is better to promote an
employee who meets the
requirements of the position
than hiring from the outside. It
is also an evidence that
employees competence is
rewarded.

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 The Internal Sources Are Given Below:

EMPLOYEE REFERRAL EMPLOYEE PROMOTION

When this is used, employee recommend Morale is likely to increase and turnover
individual for open positions within the decrease when employees can be
organizations. Referrals give employees a promoted.
feeling of recognition or it may cause
problems if the individual referred does
not perform satisfactory. DATABANKS
The information regarding employees’ job
qualifications is stored in a computerized
databanks. This can be easily and quickly
screened to determine which employees are
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SOURCES OF POTENTIAL
OFFICE EMPLOYEES
EXTERNAL SOURCES
The advantage of external sources
is that there will be big potential
applicant pool with new ideas to
join in the organization. The
disadvantage is the possibility of
getting or hiring mediocre to
unsatisfactory employees due to a
large number of applicant for just
one opening
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 The External Sources Are Given Below:
UNSOLICITED APPLICATION ADVERTISING

This is used to apply for a position As a recruiting source, advertising

without knowing whether an includes classified newspaper,
opening actually exist. Individuals advertisement, magazines, and journals.
using this method may apply either Radio and television notices electronic
in person or by mail. bulletin boards found on the internet.
EDUCATIONAL INSTITUTION
PLACEMENT SERVICES

Provide important services to both the employer and

the job seeker. The disadvantage is that some
organizations may recruit only at a limited number of
colleges or university.
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PUBLIC EMPLOYMENT AGENCIES WEB- BASED EMPLOYMENT
AND PRIVATE EMPLOYMENT SERVICES
AGENCIES
Using the web, the job- seeker
These agencies help
registers with the
employers design testing employment service and
programs, job analysis and electronically submits resume-
evaluation. type information.

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SOURCES OF POTENTIAL
OFFICE EMPLOYEES
OUTSOURCING
Organization turns over certain
of its function to an outside
agency that has the
specialization of recruiting,
selecting, and hiring
employees. It is also common
to outsource janitorial, security,
payroll processing, food
services, office services, etc.
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 Hiring people with disabilities

Employers cannot discriminate against an individual

as long as a person is otherwise qualified for the
job.

Persons with disabilities deserve that same

chance to prove themselves but, too often, only
their disability is seen at first glance. If you are
reading this booklet, you have already decided
to go beyond that first glance. You want to give
persons with disabilities a chance and you have
made a good decision.

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 INTERVIEW AND
RESUME
PREFERENCES
Competition is stiff. With so many
applicants to choose from,
employees use a variety of methods
for narrowing the field.

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SCANNING RESUMES
Almost all the recruiters interviewed resort to “eye scanning” a resume, skimming is to find the key words related to
the position and power words that indicate the applicant is capable and hardworking- words like “adaptable,
innovative, problem solving”, and skills like “oral communication, ability to delegate.

A one – page resume is preferable since manager is always in a hurry to finish everything on his table.

Most employee with a proper preference like cream, grey, or white. The more conservative the industry, the more
conservative the paper. Manufacturing seems to prefer white, banking, beige. All notice a high quality paper, and all
discard error- laden resumes. These employers want be able to pick out an applicant’s qualifications and experience
at a glance, so they like bullets, boldfacing, and lists.

They want to see month and year for employment histories, because they sniff out gaps. They expect the resume to
have a professional appearance, with a balanced layout, good use of white space, and graphic elements. Employers
also want an easily readable font, not a fancy script.

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 BARROGO, RONALYN A.
#60 Narra St. Isg Central Brgy. Pinagsama Taguig City

09482481675 [email protected]

OBJECTIVES: I am hardworking person and willing to enhance my capability and skills.

Impressive skills in delivering friendly customer service.

EDUCATIONAL Elementary School: Kapitan Eddie T. Reyes Memorial Elementary School.

BACKGROUND: Taguig City (2008-2014)
Pinagsama Village Phase 2, Taguig City

Junior High School: President Diosdado Macapagal High School.

8TH Street, Barangay Katuparan, Taguig City.
(2014-2017)

Senior High School: Learn and Explore Montessori School Inc.

8 Gen.Espino St. South Signal Village Taguig City (2018- 2020)

College: Metro Business College

M. Dela Cruz, Arnaiz Pasay City (2021- On Going)

Age: 19
Birthday: April 26, 2002
PERSONAL Religion: Roman Catholic
INFORMATION: Civil Status: Single
Mother’s Name: Edna A. Barrogo
Father’s Name: Rolando C. Barrogo

Communication Skills
Determination
SKILLS: People Management Skills
Time Management
Leadership

I attest that the above information is all true and correct to the best of my
knowledge and ability.
ATTESTATION:

RONALYN BARROGO

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 THE INTERVIEW
Employers now often try to reduce the list of candidate further by conducting
telephone interviews. They note the applicant’s ability to discuss education, job
history, and current interest on the telephone. Those who cannot remember
specifics are not invited for a formal interview. Neither are those who sound sleepy
at ten a.m. The telephone interview may also screen out applicants with accents.
The applicant who survives the telephone interview still faces a challenge. The formal
interview really begins as soon as the applicant arrives at the site. His or her actions
may be noted even out in the parking lot. Almost assuredly, the way the applicant acts
in the waiting room will be reported to the interviewer. Interviewers frequently sneak
out, ostensibly for a cup of coffee, to scope out the applicant unobserved. In fact, the
interviewer may even be substituting at the reception desk.

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Most recruiters size up the applicant very early in the interview. Appearance does matter.
Even in casual workplaces, applicants are expected to look professional. For men, that
generally means a suit and tie, or perhaps for some technician positions, pressed slacks and
shirt and tie. For women, a suit is generally appropriate, although dresses and even tailored
slacks are acceptable. Women and men are cautioned against los of jewelry or trendy looks.
Many employers dislike long hair on men. Heavy makeup and strong perfume or cologne can
also beThe typicalModeration
problems. interview in
process iscolor
style and around twochoices.
are safe or three hours long-
even for an entry level position. The HR person may initially
interview the applicant for thirty minutes, discussing qualifications
and explaining the job. Then, if the applicant is still in the running,
department heads may take a turn interviewing the applicant. A
panel of people may even be lined up to grill him or her. Finally, in
this age of teamwork, the team, that the applicant will be joining
often gets a chance to talk with the applicant to see if he or she will
fit in with the team. These possibilities are just the typical interview
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 Teleconference interviews happen occasionally. Horror stories exist of all- day.
Saturday sessions for prospective technicians, where they are given puzzles and
scenario questions to work out individually or as a team. They might be asked to plan
what they would need to keep from a shipwreck if they were stranded on a desert
island, or they might be asked what they would do if a co worker took credit for an idea
they had originated. Applicants are judged by their ability to think on their feet.
Employers interviewed also provided examples of question they frequently ask in
interviews. These questions are designed to explore educational background and
work experience, certainly. But today’s HR manager is also interested in discovering
the style of management the employee responds best to. That is the reason behind
the question. “which manager did you like the best?” personal attributes like
flexibility and enthusiasm count, too. Employers do not like to have to coax people
into talking about the job.

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 HR people dislike applicants who take over the interview. Since interviewers are
often bothered by specific questions about benefits and salary, applicants should
be cautioned against asking such questions – at least until they have been offered
job. But interviewers do like the applicant to ask some questions. Questions show
interest. The questions should be related to specific duties that go with the
position. Employers usually give an edge to applicants who have researched the
company, to applicants who write follow – up letters after an interview, and to
applicants who ask for the job.
Applicants may not even get to go through the process for many positions. More
often these days, companies hire temporary workers. The temporary agency takes
care of testing the applicants and insuring that they are qualified. The company then
tries them out in a position, and hires only those who perform best.

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ThankYou for listening
Rona Barrogo

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 GOODLUCK ! ! !
ACTIVITY

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1. The advantage of ___________ is that there will be big potential applicant pool with new ideas to join in the
organization
2. These agencies help employers design testing programs, job analysis and evaluation.

3. It is better to promote an employee who meets the requirements of the position

than hiring from the outside.
4. Individuals using this method may apply either in person or by mail.
5. Morale is likely to increase and turnover decrease when employees can be promoted.
6. In ________ ,they note the applicant’s ability to discuss education,
job history, and current interest on the telephone
7. Employers cannot discriminate against an individual as long as a
person is otherwise qualified for the job.

8. The typical interview process is around __________ hours long- even for an entry level
position.
9. They expect the ______ to have a professional appearance, with a
balanced layout, good use of white space, and graphic elements.
Employers also want an easily readable font, not a fancy script.

10. The information regarding employees’ job qualifications is stored in a

computerized
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