The document discusses staffing, recruitment, and selection processes. It defines staffing as identifying, attracting, hiring, and retaining qualified employees. Recruitment includes external sources like advertisements and internal sources like promotions. Selection is the process of choosing candidates with required qualifications. Methods include interviews, which can be structured or unstructured, and tests of intelligence, proficiency, personality, and vocational skills. The document provides advantages and disadvantages of external recruitment like costs versus reach, and internal recruitment like limited applicants versus less expenses.

1. STAFFING

2. STAFFING
- Is the Human Resource
function and identifying,
attracting, hiring, and retaining
people with the necessary
qualifications to fill the
responsibilities of current and
future jobs in the organization.

3. RECRUITMEN
T

4. Recruitment
• Is a set of activities designed to attract
qualified applicants for job position
vacancies in an organization.
• Recruitment may either be external or
internal.

5. • EXTERNAL RECRUITMENT – outside sources
are considered in the process of locating
potential individuals who might want to join
the organization (e.g; unsolicited applications
and referrals)
• INTERNAL RECRUITMENT – filling job
vacancies can be done through promotions or
transfer of employees.

6. Methods of External and Internal
Recruitment
• Advertisements – through websites,
newspapers, radio, tv, etc.
• Unsolicited applications – received by
employers from individuals who may not be
qualified for the job opening.
• Internet recruiting – independent job boards
on the Web commonly used by job seekers
and recruiters to gather and disseminate job
opening information.

7. • Employee referrals – recommendations from
present employees who usually refer friends
and relatives who they think are qualified for
the job.
• Executive search firms- also known as “head
hunters”; help employers find the right person
for a job.
• Educational institutions- good sources of
young applicants or new graduates who have
formal training but with very little work
experience.

8. • Professional associations- may offer placement
services to their members who seek
employment. Employers may make use of the
listings that they publish in their journal
regarding members who are available for
possible recruitment or hiring.
•Labor unions- possible sources of applicants for
blue-collar and professional jobs.

9. • Public employment agencies – may also be
good sources for different types of job
vacancies for hey usually offer free services
• Private employment agencies- charge fees
from both the job applicant and the
employers soliciting referrals from them.

10. 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.
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.

11. External Recruitment Advantages
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.
4. Executive search firms usually refer highly
qualified applicants from outside sources
because hey make an effort to check
applicant’s qualifications before
recommending them to client firms who pay
for their services.

12. External Recruitment Advantages
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.

13. External Recruitment Disadvantages
1. The cost and time required
2. Possibility of practicing bias or
entertaining self-serving motives in the
referral of friends and relatives by
current employees and in the
recommendation of private
employment agencies of job applicants.

14. Internal Recruitment Advantages
1. Less expenses are required
2. Trainings and orientation of newly
promoted or transferred current
employees are less expensive and not
time consuming.
3. The process of recruitment and
selection is faster because the candidate
is already part of the organization.

15. 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 promotion.
3. It may result in jealousy among other
employees who were not considered for the
position

16. SELECTION

17. Selection
- The process of choosing individuals who have
the required qualifications to fill present and
expected job openings

18. Selection Process

19. INTERVIEW

20. Interview
- The determining of the applicant’s
qualifications in order to gauge/test his or her
ability to do the job.

21. Types of Job Interviews
1. Structured interview- the interviewer asks the
applicant to answer a set of prepared
questions (situational, job knowledge, job
simulation, and worker requirement
questions.

22. Types of Job Interviews
2. Unstructured interview – the interviewer has
no interview guide and may ask questions
freely.
3. One-on-one interview – one interviewer is
assigned to interview the applicant
4. Panel interview- several interviewers may
conduct the interview of applicants

23. Types of Employment Test
• Intelligence test- designed to measure the
applicant’s mental capacity
• Proficiency and aptitude test- test his or her
present skills and potential for learning other
skills

24. Types of Employment Test
• Personality tests- designed to reveal the
applicant’s personal characteristics and ability
to relate with others.
• Vocational tests- show the occupation best
suited to an applicant

25. EXERCISE/OUTPUT

26. ROLE PLAYING through VIDEO
RECORDING
• With you acting as the interviewer,
conduct an interview for selection
purposes with one of your classmates
acting as the job applicant. Use the one-
on-one unstructured interview format
and limit dialogue exchange to 15
minutes.