Asynchronous Act.3

ACTIVITY (page 65-66)
1. Differentiate internal and external recruitment.
- External recruitment accumulate and choose new applicants from the outside of the organization. The
organization finding "new" potential and suitable candidates that will fill the vacancies. On the contrary,
internal recruitment fills the vacancy by the member that is already within the organization.
2. Name at least five external recruitment methods. Which is the best method? Explain your
choice.
- Unsolicited applications, Internet recruiting, Employee referrals, Public and private employment
agencies, and Educational institutions. I prefer Internet recruiting, for this time of pandemic it is the best
and convenient method to use in order to attract new suitor that is willingly and dedicated to fill that
vacancy in the particular job. Everyone is now more exposed, maximizing the usage of the social media,
by that through internet recruiting it'll be easy to access especially for the applicants. They will just
search on the site or internet to fully grasp the informations that they'll be needing to take step closer
for their goals to be part of the organization.
3. What are the advantages of external and internal recruitment?
- Advantages of external recruitment, it has more probabilities that they will conduct and have new
candidates who will fill the vacancies, that will surely add fresh ideas to the group. Creativity will
increase as it will also ensure the co-workers and especially manager that the responsibilities or
heaviness of workloads will be lessen, by the help of the contribution of the new part or individual who
has chosen. Morever, conducting and selecting new suitors for the job from the external environment
will absolutely add initiative, advanced innovative and coherent, aspirant "leaders" that will going to be
an influence and big impact for the growth of the business.
In internal recruitment, the center of attention or searching for the suitable candidate is already within
the organization so it has being allied with everyone's "time & effort". Less consume of their energy
being conserve and saved, it's going to be minimize their responsibilities. In additional, it will also
increase the workers' efficiency, mastery, creativity and perhaps effectiveness, as a result of being
promoted or higher perks of filling that vacancy in the job.
4. What are the disadvantages of external and internal recruitment?
In external recruitment it will totally need time, effort, and cost to hire employees, we all also wanted
for the worthy, and deserving members within the organization, so it takes patience to finalize who will
matched the quality and standards that will precisely suits the position or responsibility. Besides,
employee referral is also a disadvantage, for the reason that there will be instances, wherein the newly
hired employee totally lack of knowledge or personal experiences, yet it seize nor grab the position
instead. It's beyond of the person's skills, hence it will reduce the chance of finding some greater quality
people that can offer greater quality performances too.
For internal recruitment, the possible prejudice can happen and could frequently be experience. The
manager or the head of the group can sway things up, and be biased to satisfy one's self desire, and of
others. It's putting negative favored energy to the organization, it might loosen the will of other
employees to serve better and be productive due to the unfair treatment or recognition. Additionally, in
internal recruitment it totally offers to limited participants or candidates for the certain vacancies,
resulting to being limited for the outer source of new insights, skills, and qualities.
ACTIVITY (page 69-70)
1. Define selection.
- Selection by the word itself, select. In this process, it chooses newly employees who is suitable and will
match the standards needed for the task or role in an organization. It's filling the vacancies by
employees perhaps from external or internal environment.
2. Enumerate briefly the steps involved in the selection process.
Firstly, the human resources would organize and set up the specific job or roles that they're trying to
search for. They will establish clear data and guidance. Necessarily, putting the objectives and aim of
their organization to their job design, to be able to give the right amount of knowledge for future
employees that is willing to grab their offer. Thereafter, when the details is out, they will request for the
applicants to submit their forms completely so the chosen organization will notice easier when that
applicant meet their standards.
Proceedingly, once the management had their list who surpasses or meet their standards, they will
create and give preparation for screening interview to make shortlist of applicants to lessen the time of
directing candidates that is not matched for the job requirement. After the list, the manager will
encounter and go through a formal interview to make the list be shorter, resulting to the reduced
amount of time to proceed for the next step; which whereas the supervisors or panel interviewers
would conduct a formal interview. In this process, it will help them to gather more data and
characteristics to their applicants.
Leading to the next step which is verifying information of the applicants, by doing a backround checking
to secure the real state or character of the potential candidate. Ensuring if the applicant was really being
honest to his/her answers. Next, is to have the applicant to undergo to a psychological and physical
examination to establish medical records of what the person really holds, and how can the results be
affect the quality that this applicant can offer before hiring.
Lastly, the management will inform the applicant who passed their standards. Giving the final signal to
the newly hired employee, as the management will let that person be aware to the guidelines or rules
and regulation to his/her new workplace.
3. In your opinion, which is a better method of job interview, structured or unstructured? Explain
your choice.
I prefer structured method of job interview, because it has the specific standards that the applicant's
response must meet or hit to fully comprehend if the applicant's really capable of the managing to be
part of the organization. In unstructured, it is an area where the interviewer can freely ask questions
regarding the job details, however, it might lead to other's beyond expectation without even noticing it.
4. If you were a job applicant, which would you prefer, the one-on-one or the panel interview?
Explain your choice.
I prefer panel interview, because it's the applicants meeting the panel interviewers that are all throwing
bunch of queries , directing the applicant to give off his/her raw reaction and acknowledgment how to
answer the unexpected questions that might placed its potential reveals as (s)he speak. By this type of
interview, the interviewer can easily track if the candidate outstand by his/her positive or negative
response.

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ACTIVITY (page 65-66)

1. Differentiate internal and external recruitment.

3. What are the advantages of external and internal recruitment?

4. What are the disadvantages of external and internal recruitment?

ACTIVITY (page 69-70)

2. Enumerate briefly the steps involved in the selection process.

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