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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.
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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.
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• 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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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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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.
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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.
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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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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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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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9. The Internet → The internet could
become another source of
employment opportunities. Company
profiles and job placement could
eventually come into the internet.
