All about process of recruitment

1. ORGANIZATION
AND
MANAGEMENT
QUARTER 2 – WEEK 3

2. STEPS OF THE HIRING
PROCESS:

3. Step 1 – Determining a need (Job
Analysis)
Step 2 – Application search and selection
a. Recruitment
b. Screening and selection
c. interviews

4. Step 3 – Decision-making process
a. Making a decision
b. Notification and employment offer
Step 4 – Adaptation to the workplace
Orientation

5. RECRUITMENT

6. •Recruitment
- the pooling of job applicants for
various vacant position

7. EXTERNAL AND INTERNAL
FORCES AFFECTING PRESENT
AND FUTURE NEEDS FOR
HUMAN RESOURCES

8. LESSON 2: RECRUITMENT
RECRUITMENT
- This is the pooling of job candidates to
match the human resource plan of the
organization.

9. •EXTERNAL RECRUITMENT
- outside sources
- applications and referrals from employment
agencies and schools
Select an applicant who best fits the job opening

10. •INTERNAL RECRUITMENT
- within organization
- inside
- filling job vacancies can be done
through promotions or transfer of
employees who are already part of the
organization

11. METHODS OF
EXTERNAL AND
INTERNAL
RECRUITMENT

12. 1. ADVERTISEMENTS

13. Advertisements
- websites - newspapers
- trade journals - radio
- television - billboards
- posters - e-mails

14. 2. UNSOLICITED APPLICATIONS
- received by employers from
individuals who may or may not be
qualified for the job openings

15. 3. INTERNET RECRUITING
- independent job boards on the Web
commonly used by job seekers and recruiters
to gather and disseminate job opening
information

16. •jobstreet.com,
•jobfinderph.com,
•OnlineJobs PH,

17. 3. EMPLOYEE REFERRALS
- are recommendations from the
organization’s present employees who
usually refer friends and relatives who they
think are qualified for the job

18. 4. EXECUTIVE SEARCH FIRMS
- known as “head hunters”
- help employers find the right person for
a job

19. • An executive search firm, also known as a headhunter, is a
professional service firm that specializes in recruiting and
placing senior-level executives in corporate, non-profit, and
governmental organizations.

20. 5. EDUCATIONAL INSTITUTIONS
- good sources of applicants or
new graduates who have formal
training but with very little work
experience.

21. 6. PROFESSIONAL ASSOCIATIONS
- may offer placement services to their
members who seek employment.

22. 7. LABOR UNIONS
- possible sources of applicants for
blue-collar and professional jobs.

23. • 7.Public and private employment agencies
– this may also be good sources of applicants for
different types of job vacancies for they usually offer
free services while private ones charge fees from both
job applicants and employers soliciting referrals from
them.

24. • Some examples of public employment agencies in the
Philippines are the Philippine Overseas Employment
Administration (POEA), the Department of Labor and
Employment (DOLE), etc. Private employment
agencies like Ephesians Human Resource Inc., Brilliant
Minds Inc., and other employment agencies that are
recognized by the government.

25. •What are the advantages
and disadvantages of
external recruitment?

26. •EXTERNAL RECRUITMENT ADVANTAGES
1. Advertising and recruiting through the
Internet reach a large number of possible
applicants, thus, increasing the possibility
of being able to recruit applicants suited
for the job.

27. 2. Applicants who submit applications and
resumes through their own initiative are
believed to be better potential employees
because they are serious about getting the
job.

28. 3. Employee referrals from outside
sources are believed to be high
quality applicants because
employees are generally hesitant to
recommend persons who are not
qualified for job openings.

29. 4. Executive search firms usually refer
highly qualified applicants from outside
sources because they make an effort to
check applicants’ qualifications before
recommending them to client firms who
pay for their services.

30. 5. Educational institutions know
the capabilities and qualifications
of their graduates, hence,
increasing the chances of their
ability to refer qualified applicants
to potential employers.

31. EXTERNAL RECRUITMENT
Advantages
•Outside people bring in new ideas
•A larger pool of workers from which to
find the best candidate
•People have a wider range of experience

32. EXTERNAL RECRUITMENT DISADVANTAGES
1. The cost and time required by external
recruitment are typical disadvantages of using
this recruitment method. Advertising job
openings and the orientation and training of
newly hired employees from outside sources, as
well as sorting out large volumes of solicited or
unsolicited job applications present challenges in
budgeting time and money.

33. EXTERNAL RECRUITMENT DISADVANTAGES
2. Possibility of practicing bias or entertaining
self-serving motives n the referral of friends and
relatives by current employees and in the
recommendation of private employment agencies
of job applicants.

34. EXTERNAL RECRUITMENT
Disadvantages
•Longer process
•More expensive process due to advertisements
and interviews required
•The selection process may not be effective
enough to reveal the best candidate

35. •What are the advantages
and disadvantages of
internal recruitment?

36. INTERNAL RECRUITMENT ADVANTAGES
1. Less expenses are required.
News-letters, bulletin boards and other forms of
internal communication to current employees
interested to apply.

37. INTERNAL RECRUITMENT ADVANTAGES
2. Training and orientation of newly promoted or
transferred current employees are less expensive
and do not take too much time since they are
already familiar with company policies.

38. INTERNAL RECRUITMENT ADVANTAGES
3. The process of recruitment and selection is
faster because the candidate for transfer or
promotion is already part of the organization.

39. INTERNAL RECRUITMENT ADVANTAGES
• Cheaper and quicker to recruit
• People already familiar with business and how it
operates
• Provides opportunities for promotion with in
the business

40. INTERNAL RECRUITMENT DISADVANTAGES
1. The number of applicants to choose from is
limited.
2. Favoritism may influence a manager to
recommend a current employee for
promotion to a higher position.

41. INTERNAL RECRUITMENT DISADVANTAGES
3. It may result in jealousy among other
employees who were not considered for the
position. Some also may accuse the management
of bias for choosing an employee who is
perceived to be less qualified for the job opening.

42. INTERNAL RECRUITMENT
Disadvantages
• The business already knows the strengths and
weaknesses of the candidates
• Limits number of potential applicants
• No new ideas can be introduced from outside
• May cause resentment amongst candidates not
appointed
• Creates another vacancy which needs to be filled.

44. • B. Analyze the situation below.
• Mrs. Malou Pitt is the auditor of MugTaza Company for almost
10 years. She rendered resignation because she decided to be
with her family abroad. Ms. Teeyagha Khoo, the finance
manager was full of regrets because Mrs. Pitt’s decision since
she was one of the most dedicated and superb employees of
the company. Mr. Khoo accepted her resignation letter and
forwarded it to Atty. Kizze Magalang, the Human Resource
Manager. Hence, the company will be on the process of
recruiting applicants to fill in the position of Mrs. Pitt.

45. •In this scenario, who will fill up the Personnel
Requisition Form?
a. Atty. Kizze Magalang, the Human Resource
Manager
b. Ms. Teeyagha Khoo, the Finance Manager

47. SELECTION

48. STEPS IN SELECTION

49. SELECTION
•Selection is the process of choosing
individuals who have the required
qualifications to fill the present and
expected job opening.

50. •1. Establishing the selection criteria –
this includes the citation of the nature
and purpose of the job position which
has to be filled. This may include the
skills that the company is looking for in
an employee.

51. Here is an example:
• Formal Education – i.e. Must be a college graduate
• Experience and Past Performance – i.e. Must have at
least five-year experience in related work
• Physical Characteristics – i.e. With pleasing personality
• Personality Characteristics – i.e. hardworking

52. •2. Requesting applicants to complete the
application form – application forms must
be filled by the applicants with the
necessary information that the company is
asking so that it will be easy for managers to
decide whether the applicants meet the
minimum requirements or not.

53. 3. Screening by listing applicants who seem to meet
the set of criteria – this is the time when the
company’s human resource team will assess who
among the applicants meet the minimum criteria
and who will proceed to the next step. This is to
minimize the cost of time spent in interviews with
applicants who do not meet the criteria for the job
opening.

54. •4. Screening interview to identify more
promising applicants – this is the time
where shortlisted applicants will undergo a
formal interview and will be assessed more
closely if he/she fits the job.

55. •5. Interview by the supervisor/manager or
panel interviewers – this is when the
supervisors/managers will assess if the
applicants are well oriented with his/her
characteristics and abilities towards the job
that he/she is applying for.

56. •6. Verifying information provided by the
applicant – this is done to check if the
applicants are not telling false
information to the company.

57. •7. Requesting the applicant to undergo
psychological and physical examination –
this is very important because having a
healthy mind and a healthy body is
important for good job performance

58. •8. Informing the applicant that he or she has
been chosen for the position applied for – this
can be done verbally or in writing by the
managers who give the final decision regarding
the applicant’s hiring. Final instructions
regarding the company’s rules and regulations
for hiring an applicant must be given in this step.

59. SELECTION
PROCESS

60. Selection Process
1. Preliminary Interview
The purpose of this process are to find out how
qualified the applicant for the vacancy; to give the
applicant the information needs in order to
decide to take the job if offered to him and to
create goodwill for the company.

61. •2. Application form
A form used as a basis for eliminating
applicants with unfavourable personal data,
match the qualifications of the applicant with
the job requirements indicated in the job
description and job specification.

62. •3. Employment Test
The purpose of this is to measure the
applicant’s abilities which cannot gauged
through interviews. These are intelligence
test, aptitude test, proficiency test and
personality test.

63. •4. Selection by Department Head
This is the “Rule of Three” in the final choice
of applicants for the job hen select the best
among the three.

64. •5. Physical and Medical Examination
This process is to ascertain the applicant’s
physical capabilities to prevent the hiring of
liability employees which may result in
absenteeism, hospitalization and etc.

65. •6. Hiring
When a candidate has passed all the selection
requirements and is chosen, he is finally sent to
the personnel department and marked as ‘h _ _ _
d’.

66. •7. Orientation/Induction
This is to orient new employees on company
policies, rules and regulations, and briefed
about the job.

67. • B. Read the situation below. Write your answer on the
provided space below.
• Situation 1. Mr. Patty Fat is the human resource supervisor
of Cornee Corporation, producer of a known chocolates
and sweets in the province. The company is in need of
marketing analyst. Ms. Yna Limon and Dominga Sabado are
the applicants. Both passed the preliminary interview and
Yna got the highest score in the IQ test and an impressive
result of her psychological test and interview while Ms.
Domingo got good score and good psychological result. Ms.
Sabado’s father is your godfather and a good friend of
yours. Mr. Sabado asked you a favor to consider her
daughter and if possible, she will be hired. He also added
that every job can be learned through training and
mentoring.

68. •Questions:
1. As a supervisor, how will you decide on
this situation? What considerations are
needed for validation for this hiring process?
2. It’s time to decide, who among the two (2)
will be hired? Why?

69. FAST LEARNING REVIEW
1. Differentiate internal and external recruitment.
2. Name atleast five external recruitment methods. Which is the best
method? Explain your choice.
3. What are the advantages of external and internal recruitment?
4. What are the disadvantages of external and internal recruitment?

70. EXERCISE
• Devise an advertisement for a job opening in a first-class, fine ding
restaurant. Be ready to present it in class.
• Browse through the classified adds section of leading newspaper.
Choose an advertisement for a job opening that has caught your
attention. Cut and paste it on a piece of bond paper. Give an estimate
of its cost and do a simple cost-benefit analysis. Again, present it
class.

73. •Companies of today have several experiences in terms
of managing people. Some were retained and some left
their organization. Some companies lose employees
simply because they have been placed in the wrong job
and who might have found more satisfaction in the
other companies. Employees come and go, that's why
managers gradually look at the plans and policies.
From the reading above, answer the questions below:
1. If you are the human resource manager, which do you
think is the critical part of the staffing process to
scrutinize? Why?
2. Do you believe that employees are the important asset
of a company? Why? How?

75. THANK YOU 😍

76. B. Given the statement below, identify the process of staffing. Write
your answer on the space provided.
__________________1. This can be resignation which is voluntary
separation or termination which is involuntary separation.
__________________2. This is the pooling of job candidates to match
the human resource plan of the organization.
__________________3. The objective of this step is to ensure that the
personnel needs of the organization are met and sustained.
__________________4. This aims to improve the skills of employees
for them to be more efficient where it intends to educate the
employees for additional responsibility and for promotion.
__________________5. This step evaluates job applicants which are
among the best through a thorough analysis of their qualifications by
interviews, tests, reference checks and physical examination.

77. __________________6. The chosen applicants are introduced
to their immediate superiors, officemates and make them
aware on the policies of the company.
__________________7. This is to evaluate an individual’s job
performance against job standards such as responsibilities,
accountabilities and measurements.
__________________8. This is a movement to a different job
with similar pay and responsibility.
__________________9. This is the advancement in position
with higher pay and responsibility.
__________________10. This is a movement to a lower-status
position. In some cases, the employee is given an impressive
title, but with less responsibility.

78. __________________1. This can be resignation which is voluntary separation or
termination which is involuntary separation.
__________________2. This is the pooling of job candidates to match the human
resource plan of the organization.
__________________3. The objective of this step is to ensure that the personnel
needs of the organization are met and sustained.
__________________4. This aims to improve the skills of employees for them to be
more efficient where it intends to educate the employees for additional responsibility
and for promotion.
__________________5. This step evaluates job applicants which are among the best
through a thorough analysis of their qualifications by interviews, tests, reference checks
and physical examination.
__________________6. The chosen applicants are introduced to their immediate
superiors, officemates and make them aware on the policies of the company.
__________________7. This is to evaluate an individual’s job performance against job
standards such as responsibilities, accountabilities and measurements.
__________________8. This is a movement to a different job with similar pay and
responsibility.
__________________9. This is the advancement in position with higher pay and
responsibility.
__________________10. This is a movement to a lower-status position. In some cases,
the employee is given an impressive title, but with less responsibility.

79. Staffing
Promotion
Demotion
Transfer
Recruitment
Selection