Recruitment

Recruitment

Qualifications Job Position

Recruitment

Recruitment Policy Personnel Selection

Pre-screening Processing Screening Interview

Four (4) Phases of Interviewing. Sample of Interview Questions Pre-Employment Exams

Job Opening – Laundry Staff Female Age 18-28 At least 5'2” in height College Level Computer Literate Faithful and Trustworthy Willing to work even in night shift Willing to be trained and deployed in Tagum, Davao,

Gensan or Marbel

Job Opening – Cashier Female Age 18-28 At least 5'2” in height College Level Computer Literate Faithful and Trustworthy Experience in Cashiering is a plus Willing to work even in night shift Willing to be trained and deployed in Tagum, Davao,

Gensan or Marbel

Job Opening - Technician Male Age 18-28 At least 5'4” in height College Level With Professional's Driver's License is a plus With Experience in Appliances Repairs particularly

inWashing Machines Faithful and Trustworthy Willing to work even in night shift Willing to be trained and deployed in Tagum, Davao

Gensan or Marbel

Job Opening - Merchandiser Male Age 18-28 At least 5'4” in height College Level With Experience in as a Merchandiser Responsible for counting Inventories and Product

Positioning Faithful and Trustworthy Willing to work even in night shift Willing to be trained and deployed in Tagum, Davao

Gensan or Marbel

Job Opening - Merchandiser Male Age 18-28 At least 5'4” in height College Level With Experience in as a Merchandiser Responsible for counting Inventories and Product

Positioning Faithful and Trustworthy Willing to work even in night shift Willing to be trained and deployed in Tagum, Davao

Gensan or Marbel

Recruitment Policy

The company seeks to employ persons of good moral character who are suited for

the job and capable of performing it in accordance with its mission and policies.

Its employees are expected to grow with the company and to use their experience

and skills to serve the company better.

Personnel Selection Pre-Screening

Pre-Screening During this phase, all applicants who indicated

their interest to fill the job vacancy can be sorted into QUALIFIED and NOT

QUALIFIED applicants. What are the common characteristics of applicants whose resumes

end up in the NOT QUALIFIED outbox. Those who are unable to meet the basic skills

requirements of the job.

Personnel SelectionPre-Screening

Those with only a passive interest or idle curiosity.

Those with misconceptions about the business. Those who lack the desire, courage and self-

confidence essential to succeed

Personnel - Processing

Application Forms or Resumes are helpful when it comes to assessing candidates since they put all interviewees on the same starting line, where each candidate is asked the

same set of questions. When considering applications, it is relatively straightforward to compare candidates equally against the criteria, and make selection for interview. The information provided can be used to create a database for future reference and to build up profile of the range and skills of candidates.

Personnel Screening

The screening interview serves two purposes. First, using a structured approach, the manager can quickly verify or clarify existing information written on the application form.

The second purpose is observation. During the first interview, focus on the

candidate. If, as a result of what you have learned, you are interested in the person, schedule a second interview to sell the benefits of your company and to further evaluate the applicant.

Four Phases of Interview

Phase 1: This phase will create an icebreaker to ease the tension and nervousness of the candidate. The candidate should feel relaxed and comfortable.

An introduction and a “getting to know you” phase where only generalities are being tackled


Phase 1: This phase will create an icebreaker to ease the tension and nervousness of the candidate. The candidate should feel relaxed and comfortable.

An introduction and a “getting to know you” phase where only generalities are being tackled


Phase 2: At this phase, the interviewer gets to ask the candidate questions based on the facts stated on the Resume.

A question and answer session will fill in any gaps in the candidate’s Resume.


Phase 3: At this phase, the candidate’s personal qualities and character.

An investigation of the candidate’s character and personal qualities


Phase 4: At this phase, the candidate can turn the tables around and start asking the interviewer some questions. This will show the candidate’s interest in the job.

A final stage where the candidate asks questions about the job and its terms and conditions

Sample of Interview Questions

Enviable or desirable attributes and relevant abilities that the candidate has

Can you briefly tell something about yourself? What essential qualities do you think you

possess that you could bring to this company? What makes you think you are qualified for the position you are applying for?


Enviable or desirable attributes and relevant abilities that the candidate has

Can you briefly tell something about yourself? What essential qualities do you think you

possess that you could bring to this company? What makes you think you are qualified for the position you are applying for?


What are the valuable lessons and experiences you have gone through that you will bring to your work with this company that you think will be of help to you, your staff and the company in general?

What do you think are the contributions that you will make to this company?


The candidate’s achievements What is the biggest achievement you’ve had so

far? What, for you, has been the highlight of your

career so far? What do you think is the most significant

contribution that you have made on your previous employments?


The candidate’s foresight or ambition Where do you see yourself in five year’s time? How do you see yourself in the future?


The candidate’s disposition. How he considers pressure as challenges more than hindrances

How do you handle and cope with pressures? Describe a typical day in your present /

previous work.

Whether the candidate is a good team-player — if he can get along well with both peers and superiors

How good are you in working with the team? Of what organizations were you a member or

officer while in school? How much time did you devote to extra-

curricular activities? What were your concrete contributions to these

organizations?

Pre-Employment Exams

IQ Test English Test Reasoning Test (Essay) Aptitude Test (Analysis)

Leadership & Management

Recruitment