The top two schools in the Philippines are: UP and DLSU. This ranking further corroborates those of other well-established ranking institutions that indeed, UP and La Salle are the Philippines’ finest universities. Here's the excerpt of the interview:
This refers to the second column (of the article, Surviving the Hiring Test (March issue) that] indicates: “But some employers, like UNILAB, expressly prefer top universities in the belief that a good education translates into good employee performance.”
Do you regard certain schools as priority sources of possible entry-level employees? Which schools are in your priority list? Kindly list your top five choices in descending order:
Top Five Choices: UP, De La Salle, Ateneo, UA&P and San Beda.
Educational background forms part of the basic qualifications. However, other key qualifications include (in order of priority): leadership skills, organizational fit, interpersonal skills, flexibility and adaptability, and, learning/capacity growth.
Please elaborate on your top three considerations. Why are these your most important considerations in hiring?
The reputation of the school is very important as th quality of education the student get is reflected in their proficiency in speaking, in writing, in the organization and logic of their thoughts, the way they carry themselves, their discipline towards work, their adaptability to chance, how they relates to different kinds of people, and how they strive to deliver excellent output.
The following are how we define the above considerations:
(1.) Leadership skills – ability to drive a group's superior performance, plan and implement major change initiatives, and develop high potential people on the job; (2) Organizational Fit – extent to which the culture and values are consistent with the type of environment that will provide personal satisfaction to candidate; (3) Interpersonal skills- has genuine interest in working cooperatively with others, able to solicit input, can share leadership responsibilities, authority and information, able to build relationships with those who may help in achieving goals.
Between an honors graduate with no extracurricular activities and an average student with extracurricular activities, all other factors being equal, whom should you hire? Why?
Each should be assessed based on the five major qualifications discussed.
We will hire the average student with many extracurricular activities. We can train the average student to learn the skills needed on the job, but values such as teamwork, flexibility, leadership are difficult to develop in somebody who may have reached the highest honors without having to involve himself in things other than academics. A fresh graduate is a lot more than what his transcript of records indicate.
Ms. Elain Munsayac
HR Manager, Unilab
BS Psychology (UP Diliman)
MBA (Tanaka Business School – Imperial College, University of London)