CHAPTER 3: HUMAN RESOURCE

RECRUITMENT
OVERVIEW:
Recruitment refers to the process of identifying, attracting, interviewing, selecting,
hiring and on boarding employees. In other words, it involves everything from the
identification of a staffing need to filling it.

Depending on the size of an organization, recruitment is the responsibility of a range

of workers. Larger organizations may have entire teams of recruiters, while others
only a single recruiter. In small outfits, the hiring manager may be responsible for
recruiting. In addition, many organizations outsource recruiting to outside firms.
Companies almost always recruit candidates for new positions via advertisements,
job boards, social media sites, and others. Many companies utilize recruiting
software to more effectively and efficiently source top candidates. Regardless,
recruitment typically works in conjunction with, or as a part of Human Resources.
OBJECTIVES:
After this lesson, you should be able to:
 Have an idea on how different methods of human resource recruitment are
done;
 Know the advantaged and disadvantages of the different methods of
recruitment;
 Name the two major sources of manpower;
 Choose from the different methods which one is more effective, appropriate,
applicable and less expensive to use in recruiting manpower;
 Define recruitment, job posting, the word-of-mouth system, advertising
media, walk-ins and unsolicited applicants, campus or university recruitment,
job fair and open house, government agencies and internet; and
 Get the proper human resources of the organization.
Meeting Needs of Human Resources
Recruitment is the process of attracting the best individuals to join the company on a
timely basis in sufficient numbers and meeting the qualification requirements,
thereby encouraging them to apply for the jobs in the organization.
What are the Two Major Sources of Candidates to Fill the Vacant Positions?
1. The Internal Source – These are the qualified candidates from the company
and within the ranks of its present employees. They have the advantage of
boosting the morale of the other employees and encouraging them to
perform well.
2. The External Source – The hiring from the outside source is a management
option. If it thinks that no one from within among the next rank of employees
can successfully perform the job or deliver the required output, then hiring
 an outsider would be inevitable. This could also be resorted to when the new
vacant position requires added skills due to the introduction of new
technology and the need is immediate and necessary.
Different Methods of Human Resource Recruitment
1. Job Posting
This is the process by which internal recruitment is accomplished. Every time a
position becomes available it is posted in the company bulletin board for the
information of all interested parties. Qualified employees are given preference
for promotion or transfer to another section. The information posted in the
bulletin board should specify and contain the job description; the department
where there is a vacancy, salary grade, work schedule and work conditions. The
deadline for applications should also be stated so that at the end of the
scheduled date, management may open the position to outsiders. The standard
time for job posting is a period of one week to two weeks.
Promoting or transferring employees from within offers the following advantages:
a. It creates an opening for a lower easy-to-fill position.
b. The morale of the employee is boosted.
c. Hidden talent maybe uncovered and utilized
d. It saves considerable time and money.
e. Employees are already familiar with the company policy and the job itself and
therefore less adjustment is necessary.

2. The Word-of-Mouth System

This method of recruitment is found to be effective in local situations. It is one of
the least expensive recruitment systems. As soon as people learn that there’ a
job opening, the word spread around. The department head tells other
department heads, the employee talks with other employees and then it spreads
out to the company’s community of friends and families. This is very common in
a locality where there are few jobs available and more applicant want to get
employed.
3. Advertising Media
One popular and often means soliciting applicants is advertising it through the
media, like newspapers, magazines, radio or television. Careful planning in terms
of content, timing and location can generate a large response, usually resulting in
hiring.
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.
 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 straight forward in wording the ad.
f. Avoid cute and unprofessional phrases as it may reflect on the image of the
organization.
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.

1. 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 resumes.
2. 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. Most often, the application letters or
resumes are put in the waste basket or a time put in file without even looking at
the potential qualifications of the applicants.
The following guidelines may be put into advantages for Walk-In or Call In
applicants:
a. Applications should be categorized into different skills or qualifications.
b. A day of the week must be scheduled for the interview of the applicants.
Those who pass should be put in the active file or three months for future
reference.
c. Unsolicited applications can also be reviewed with the list of openings in
mind. Possible job matching can be pursued, either by telephone or by mail.
This system could work effectively if the company has embarked on
manpower planning.

3. 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. The most suitable candidates
are from the University of the Philippines, Ateneo University and De la Salle.
Mapua University produces good engineers. There are little elite schools that
produce good potentials for future executives an experienced person in the field
of recruitment considers other schools like Polytechnic University of the
Philippines for computer and business courses and the Technological University
of the Philippines for the technical and Engineering courses. Both are
government universities that produce scholars from poor and average families.
 There are still a lot of other schools scattered all over the country that produce
quality graduates and are a good source of potential employees.
4. Job Fair and Open House
The job fair and open house are popularly increasing as recruitment sources. The
organizational representatives of the company gather and interview several
applicants over a period of one to two days in some specified fields. An
advertisement announcing the location of the job fair is posted at least one week
ahead of schedule to attract more applicants. Some local government units
coordinate with the job fair for their interested constituents. Some jobs fair are
conducted during weekends at town centers or any convenient place in the town
or city.
5. Government Agencies
Some local government units have their placement offices look for possible
employments for their constituents. The Dole has also an agency that compiles
applications for referral to the different companies. 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.
6. 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.
While they have the advantage for job recruitment the following are some
points to consider:
a. It is very costly, as the message has to be repeated to get the target
audience.
b. The message must be convincing and should be done by a
professional.
c. The message on radio and television should be sincere and pleasing.
d. The name of the company must be repeated including the telephone
number so that the audience can remember where to contact the
company.
7. The Internet
The internet could become another source of employment opportunities. Company
profiles and job placement could eventually come into the internet. While this
method is not frequently resorted to at the moment, it will come easy and handedly
in the future.
The following advantages are:
a. Application letters or resumes could immediately be sent to the company.
b. Immediate answers could be available through e-mail.
c. Other necessary information could be available from the applicants.
d. Immediate needs of the company on manpower requirements could be
answered in a short time.
e. They are less costly and get immediate response.