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Recruitment is a strategic process initiated when there's a
need for additional personnel, ideally identified through
effective human resource planning. This focuses on
attracting individuals with the right qualifications, skills,
and abilities to fill vacant positions, aligning with the
organization's goals and job descriptions.
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ADVANTAGES
• Selecting and transferring existing employees is a
simpler process and much cheaper.
• The managers are aware of the talents and abilities of
already existing employees.
• Works as a tool of motivation for the staff.
• Promotes a feeling of loyalty amongst the employees.
• Existing employees are already aware of the
company’s working methods and don’t take a long
time to adjust to new positions.
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DISADVANTAGES
• It can lead to a stagnation in the company’s
workforce.
• Often employees who are not suitable for a
higher position are given promotions.
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1. Job Posting → This is the process by
which internal recruitment is accomplished.
It is done by announcing available
positions on the company bulletin board,
allowing qualified employees to apply for
promotions or transfers.
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Guidelines:
• The employee must have been with the
company for at least one year and must be in
the current position for at least 6 months.
• The employee must have a rating of Very
Satisfactory before he can apply for the
posted vacant position.
• The employee can only apply for not more
than three times in one year.
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2. The Word-of-Mouth System →This
method is particularly effective in local
settings where information is shared among
employees, department heads, and the
wider community.
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It is certainly an effective tool but the
following precautionary measures
should be observed:
• Regionalism
• Pulling of strings and the "padrino"
system
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3. Advertising Media → One popular
and often effective means soliciting
applicants is advertising it through the
media, like newspapers, magazines,
radio or television.
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The advertisement should reach the target
clientele and it should be designed according
to the following guidelines:
a. For special skills, the ad must clearly
stipulate the skills required.
b. In scouting for talent, the wording of the
ad should be specific.
c. For applicants who want to know all
about specifics, the ad must contain the
duties and responsibilities of the position.
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d. Include the details where the applicant
should send the resume' or bio- data or
where to apply personally if required.
e. Be direct and straightforward in wording
the ad.
f. Avoid cute and unprofessional phrases
g. Hire an advertising agency if you are not
sure of what to put in the ad.
h. For hiring of executive positions, the
services of a consultancy agency may be
employed.
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What are blind ads?
These are ads that do not reveal the identity
of the company, instead they give a box
number where the resume' or pertinent
papers will be forwarded. This is usually
done to avoid responding to a flood of
phone calls or unwanted resume's.
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The following are the disadvantages:
• There might be a limited number of applicants
for the "hard to fill positions" where you want
interested applicants to immediately get in
touch with you.
• Blind ads discourage some applicants to apply
• Some applicants may have applied for the
same position not too long ago
and it is a waste of time.
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4. Walk Ins and Unsolicited
Applicants → These unsolicited
applicants could be a possible source
of outstanding employees. They are
not, however, treated very seriously by
the human resource department or the
company receptionist.
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The following guidelines may be put into
advantages for Walk In or Call In applicants:
• Applications should be categorized into
different skills or qualifications.
• A day of the week must be scheduled for the
interview of the applicants. Those who pass
should be put in the active file for three
months for future reference.
• Unsolicited applications can also be reviewed
with the list of openings in mind.
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5. Campus or University Recruitment
→ Colleges are undisputable sources of
talent for an organization to tap. Recent
graduates are considered highly
desirable for companies to select,
groom and develop recruits from top
schools in the country.
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✓Ateneo University
✓De la Salle
✓Mapua University (Engineers)
✓Polytechnic University (Computer and
Business Courses)
✓Technological University (Technical
and Engineering courses).
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6. Job Fair and Open House → Job fairs
and open houses are becoming
increasingly popular recruitment sources.
Company representatives gather to
interview applicants within specified fields
over one to two days. Advertisements are
posted at least a week in advance to
attract more candidates.
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7. Government Agencies → Some local
government units have their placement offices
look for possible employment for their
constituents. The Dole has also an agency that
compiles applications for referral to the different
companies.
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DISADVANTAGES
• They screen and refer many applicants usually
for manual or unskilled positions.
• Some are new college graduates or protégées of
politicians who may not be qualified for the job.
• Some referrals are accommodated at times for
political patronage.
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8. Radio and Television → Radio and
television are now used as mediums for
manpower recruitment. Since the coverage
of the advertisement is of great magnitude,
more qualified applicants can be reached
and could even tempt other applicants who
are not actually looking for jobs.
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While they have the advantage for job
recruitments, the following are some points to
consider:
• It is very costly, as the message has to be
repeated to get the target audience.
• The message must be convincing and should
be done by a professional.
• The name of the company must be repeated
including the telephone number so that the
audience can remember where to contact the
company.
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9. The Internet → The internet could
become another source of employment
opportunities. Company profiles and job
placement could eventually come into
the internet.
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ADVANTAGES:
• Application letters or resumes could immediately
be sent to the company.
• Immediate answers could be available through e-
mail.
• Other necessary could be available from the
applicants.
• Immediate needs of the company on manpower
requirements could be answered in a short time.
• They are less costly and get immediate response.
