Human Resource Management

I. Recruitment of Employees
- Recruitment on the Internet
- Tips to Applicants to Avoid Illegal Recruitment
- Recruitment Process/Plan
- Sources of Applicants

RECRUITMENT

What is recruitment?
Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding 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.

What is recruiting in HRM?

Human Resource Management, otherwise known as HRM or HR for short, is the function of people management within an
organization. HR is responsible for facilitating the overall goals of the organization through effective administration of human
capital — focusing on employees as the company's most important asset.

• Recruitment is the first step in building an organization's human capital. At a high level, the goals are to locate and hire
the best candidates, on time, and on budget.

What does recruitment involve?

While the recruitment process is unique to each organization, there are 15 essential steps of the hiring process.

1. Identify the hiring need

2. Devise a recruitment plan
3. Write a job description
4. Advertise the position
5. Recruit the position
6. Review applications
7. Phone Interview/Initial Screening
8. Interviews
9. Applicant Assessment
10. Background Check
11. Decision
12. Reference Check
13. Job offer
14. Hiring
15. Onboarding

Types of recruiting

• Internal Recruiting: internal recruiting involves filling vacancies with existing employees from within an organization.

• Retained Recruiting: When organization hire a recruiting firm, there are several ways to do so; retained recruiting is a
common one. When an organization retains a recruiting firm to fill a vacancy, they pay an upfront fee to fill the position.
The firm is responsible for finding candidates until the position is filled. The organization also agrees to work exclusively
with the firm. Companies cannot, in other words, hire multiple recruiting firms to fill the same position.

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 • Contingency Recruiting: like retained recruiting, contingency recruiting requires an outside firm. Unlike retained
recruiting, there is no upfront fee with contingency. Instead, the recruitment company receives payment only when the
clients they represent are hired by an organization.

• Staffing Recruiting: staffing recruiters work for staffing agencies. Staffing recruiting matches qualified applicants with
qualified job openings. Moreover, staffing agencies typically focus on short-term or temporary employment positions.

• Outplacement Recruiting: outplacement is typically an employer-sponsored benefit which helps former employees
transition into new jobs. Outplacement recruiting is designed to provide displaced employees with the resources to find
new positions or careers.

• Reverse Recruiting: refers to the process whereby an employee is encouraged to seek employment with a different
organization that offers a better fit for their skill set. We offer Reverse Recruiting Days to help workers with this process.
At our Reverse Recruiting Days we review resumes, conduct mock interviews, and offer deep dives into specific job roles.
Click here for more information.

Tips for effective recruiting

Recruitment is a nuanced process that requires extensive research, thorough procedures, and finesse in order to produce high-
quality hires with regularity.

Top-three tips for effective recruitment:

Look internally before externally: there’s a good chance the best candidate for your position is already working for your
organization. Internal candidates are already familiar with and contributing to your corporate culture and goals. Given their past
success within your organization, it is reasonable to expect they will continue to excel in a new position.

Reach out to “passive” candidates: there is a good chance your ideal candidate is not actively looking for a new job and will not
respond to your job board ad. Why? Because they’re likely already employed elsewhere. After all, why wouldn’t your competitors
also want to employ your ideal candidate? Therefore, effective recruiting requires you to look outside of your applicant pool for
top talent. Encouraging your staff to attend industry conferences and participate in professional organizations; developing
relationships with local university business schools (or other relevant departments); searching social media sites (i.e. LinkedIn)
for strong resumes from candidates who might not be actively looking for a new job; and encouraging your employees to refer
people they know or are connected to are all important mechanisms through which to expand your recruitment network.

Hire the sure thing: according to two authors and experts, you should hire the person who is already excelling doing the exact
job in your industry. Past success, in other words, is the best indicator of future success.

RECRUITMENT ON THE INTERNET

What is Online Recruitment and How Can it Help You Find Your Dream Job?

In this digital age, many business activities are done online for speed and convenience. This includes hiring and selecting of
candidates. So, what is online recruitment? How does online recruitment work? Knowing this gives you an advantage and lets
you maximize the benefits of e-recruitment (another term for online recruitment) to help you find your dream job.

What is Online Recruitment?

• Online recruitment, e-recruitment, or internet recruiting is how businesses use internet-based solutions for hiring-
related activities.
• Organizations use e-recruitment to attract and communicate efficiently with candidates from a larger, more diverse pool
of talents. It increases their chances of finding a candidate with the required qualifications and specialist skills.
• Using online job listings on job boards, company websites and social media accounts, and online advertising,
organizations leverage the reach, speed, and ubiquity of the internet to source and hire potential employees.
• Web-based technology is also used for other HR activities such as attracting candidates, assessment, selection, and
onboarding.

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What are the Benefits of E-Recruitment?
Online recruitment has many advantages for hirers, but it also has benefits for jobseekers.

It’s easy to do.

All it needs are basic internet search skills and the ability to fill out forms online.

It’s inexpensive.
No need to pound the pavement handing out resumes or buying newspapers for the classified ads, like in the old days. All it takes
is a computer or smartphone and an internet connection. And off you go to find your dream job!

It lets you cast a wider net.

Fancy working locally, abroad, or on a cruise ship? Using the internet to find job listings enables you to find job listings from
different companies and geographical locations.

It’s immediate.
Job listings appear in real-time and you can respond swiftly, letting you get your application to the hirer soonest. This feature is
helpful in instances where the company has an urgent need to fill a position.

How Does Online Recruitment Work?

The modes of e-recruitment differ according to the purpose, goals, and resources of the hirer. Some companies may use special
online recruitment software that allow applicant tracking and application processing. These screen for job-related keywords.

• Other organizations use job boards and send their listings there regularly.
• Meanwhile, many also have listings on their websites or social media accounts.
• Some of these tools are easy to use and will only require you to upload your documents or send them via email.
• However, job boards and recruitment websites will ask you to create accounts. This means setting up login details such
as usernames and passwords and filling out many online pages of work-related details about yourself, including contact
information, work experience, and qualifications. These details are stored and will be used each time you apply. Be sure
to update the details as necessary.

Tips to Use E-Recruitment to Find Jobs

It’s helpful to take into consideration the following tips for successfully using online recruitment sites in your job hunt.

Prepare your updated resume.

Write an attractive and compelling resume tailored to fit the position that you’re applying for. Make sure it is updated. You may
need to upload this to a job board or company website.

List your entire employment history.

Make sure you have this information on hand as recruitment sites always ask you to fill out pages of this. Being prepared helps
the process go faster and easier.

Make scans of important job-related documents.

These include diplomas, certificates, board examination results, and the like. Hirers are basically looking for proof of your claims
on your resume. Make sure the scans are clear and of high quality; don’t make it difficult for hirers to read.

Create a short video or audio introduction.

Some hirers, particularly those based abroad, request applicants to send a short video or audio clip introducing themselves and
sharing a little about their qualifications and career goals. This helps the hirer pre-screen shortlisted applicants.
• If this is the case, prepare a short script to read -- this minimizes mistakes. Be sure to dress professionally, look at the
camera confidently, and smile.
• Start by stating your career objective, then give your basic qualifications such as degrees earned and trainings taken,
and skills relevant to the position you’re applying for. Mention achievements you’ve made at work and awards
earned. End by thanking the hirer for their time and a short statement that you look forward to an interview with
them.

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Use a professional email address.
If you don’t have one yet, create an email address with a professional handle. It’s best to keep it simple and use your real name,
like [email protected]. Ditch the funky email addresses of your youth like [email protected] – they don’t give a good
impression to hirers. Monitor your account regularly for messages from potential employers.

Search for jobs online.

Now that you have your resume, scans of documents, and other materials on hand, scour the internet for job boards and job
listings. Create accounts and start looking for jobs using keywords.

Be ready to take employment tests.

When you reach a certain stage in the recruitment process, some employers will ask you to take tests online. IQ tests assess your
language, math, and abstract reasoning skills. Other tests may check your soft skills. Psychological tests inform hirers if you are
a good fit for the job and the company.

Prepare to be interviewed online.

Once you get this far, get ready to be interviewed online. This practice became more common after the pandemic. Install at least
Zoom and Google Meet as these are the most commonly used video conferencing platforms. The recruiter will inform you what
platform they use.

Some companies use an automated online interviewing system. This asks the candidate questions, and a time limit is given for
thinking and replying with the answers. Be prepared to answer under time pressure.

What’s Next?
When you hear back from a hirer and you’re given a chance to advance to a higher stage in the process, be sure to thank them
afterward. Send them an email expressing your gratitude for the opportunity.

Make sure to check your email inbox regularly for messages and reply promptly and professionally.

TIPS TO APPLICANTS TO AVOID ILLEGAL RECRUITMENT

The ’10 Commandments’ ot avoid illegal recruitment as follows: - Department of Labor and Employment

1. Do not apply at recruitment agencies not licensed by POEA.

2. Do not deal with licensed agencies without job orders.
3. Do not deal with any person who is not an authorized representative of a licensed agency.
4. Do not transact business outside the registered address of the agency. If recruitment is conducted in the province, check if the
agency has a provincial recruitment authority.
5. Do not pay more than the allowed placement fee. It should be equivalent to one month salary, exclusive of documentation and
processing costs.
6. Do not pay any placement fee unless you have a valid employment contract and an official receipt.
7. Do not be enticed by ads or brochures requiring you to reply to a Post Office (P.O.) Box, and to enclose payment for processing
of papers.
8. Do not deal with training centers and travel agencies, which promise overseas employment.
9. Do not accept a tourist visa.
10. Do not deal with fixers.

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RECRUITMENT PROCESS/PLAN

Recruitment Plan: What It Is and How to Put One Together

What is a recruitment plan?

A recruiting plan documents your company’s strategy for attracting and hiring employees. It defines step-by-step processes for
each part of recruitment and hiring. By preplanning your recruiting strategies, goals and processes, you can streamline the
process when it’s time to hire.

How to create a recruiting plan

You can adjust your recruiting plan to fit your business, but they all have the same general sections and information. The following
considerations can help you develop your plan.

1. Assess needs
Start by reviewing the current state of your recruitment process and upcoming hiring needs. This includes things like expected
growth, anticipated employee turnover and new positions you might need to meet your company’s goals. Look for skill gaps in
each department to shape your strategy for strengthening the overall organization.

2. Identify your recruiting goals

Consider your goals for the company and your recruiting process specifically. Are you trying to increase diversity, save money
on the hiring process, improve employee retention or something else? Keep these goals as the focus of your plan.

3. Create a hiring timeline

Your recruitment plan also needs a hiring timeline and recruitment calendar. This requires you to forecast hiring needs and
anticipate when you’ll need to hire them. You might know you’ll need more customer service agents before your busy holiday
season, for example.
• With this timeline, you can fill in your recruiting calendar, so you’ll have ample time to recruit and hire for each position.

4. Develop strong job descriptions

• In your recruiting plan, work on strong job descriptions for upcoming hiring needs. If you already have job descriptions
for those positions, review them to ensure they’re still accurate.
• Spruce up your existing job descriptions to make them more appealing to candidates and ensure they reflect your
company’s brand. Create new job descriptions for newly anticipated vacancies.

5. Identify appropriate recruiting tools

• Choosing appropriate recruitment tools saves your hiring managers time. Applicant tracking systems are common,
allowing you to create a database and easily screen applications.
• You can also choose software for interviewing and onboarding to simplify those processes. Plan to train everyone
involved with recruitment on how to use those tools effectively.

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6. Choose candidate sourcing methods
Another important part of recruiting is deciding where to find candidates. Some options include:

• Job boards
• Employee referrals
• Recruiting agencies
• Networking in your industry
• Professional industry organizations
• Social media
• Paid advertising
• Colleges and universities
• Job fairs
• Consider past success with each method to identify your top choices. Some positions might have different priorities. You
might find better candidates for a highly-skilled, technical position by using a specialized headhunter service or
networking with members of a professional organization.

For a less specialized position, such as an administrative assistant, you might have better luck with job boards or employee
referrals.

7. Create selection and interview processes

Get specific with your selection and interview process to create consistency across departments. Plan how you’ll evaluate the
applications to choose interviewees. Set the type and number of interviews for each person, along with how you’ll select the final
candidate after interviews.

8. Define your onboarding process

Onboarding should start as soon as a candidate accepts a job offer. Write an onboarding plan that outlines how you’ll help new
employees integrate into your organization, including meeting their colleagues and learning what they need to know about the
company.

SOURCES OF APPLICANTS

What is candidate/applicant sourcing?

Applicant sourcing is the process of actively searching for qualified candidates. Through this process, your team engages
with prospective candidates that can be moved to your talent pipeline to fill current and future positions. These types of
outreach recruiting examples include building an employer brand, so candidates understand the benefits of working with
your company.

What is candidate sourcing?

10 candidate sourcing strategies
1. Align with your hiring managers
2. Sourcing candidates from your ATS
3. Diversify candidate sourcing channels
4. Include offline recruitment methods
5. Utilize your employees’ networks for sourcing candidates
6. Source candidates for roles you don’t have open yet
7. Perfect your outreach messages for sourcing candidates
8. Build a strong employer brand
9. Follow up with candidates
10. Use the right tool

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 10 candidate sourcing strategies

How do you find top talent? The following candidate sourcing strategies will help you fill your funnel with qualified talent.
1. Stay in lockstep with the hiring manager during the candidate sourcing process
Align with your hiring managers early and often to ensure that you’re on the same page about what a strong candidate looks
like. This is one of the best ways to source candidates.
Here are some ways to increase the quality of your communication and get on the same page:
• Hold a kickoff meeting as soon as you receive a requisition to learn about the role and align on must-have and nice-to-
have qualifications.
• Ask your hiring manager to help you build a list of sourcing channels where your ideal candidates may have a presence,
and a list of role-specific keywords to search.
• Run a few searches together to discuss why specific candidates may or may not be a good fit for the role.
• Review the overall talent pool and determine if the requirements need to be tightened up or relaxed in order to find the
right number of candidates.
• Don’t stop at the kickoff meeting. Keep in constant contact with your hiring manager throughout the recruitment
process to check on the quality and quantity of candidates, and fine-tune your search with their feedback.
2. Sourcing candidates from your ATS is the best first step
If you devote time to sourcing quality candidates, you won’t just end up with a hire – you’ll also have candidates who are
qualified to recruit for future roles. But for many companies, re-engaging candidates is a missed opportunity. Even though
nearly all (99%) of companies believe re-engaging candidates will help them build their talent community and protect their
employer brand, fewer than half of employers re-engage declined candidates.

Leverage your team’s past efforts by beginning every search with the candidates your team has already invested time in and
deemed qualified to work at your organization. In order to successfully work with archived candidates, you’ll need a plan in
place for engagement.

How to engage candidates

Engaging candidates during the hiring process is a solid approach to talent recruitment. It builds your employment brand to
make you more enticing to future prospects. It also keeps the door open to candidates who were not hired but could be a fit in
the future.

If you’re not actively building an engagement strategy, you run the risk of alienating candidates who have shown interest in
your company in the past. This can be a wealth of talent for your pipeline. Keeping those lines of communication open is a
benefit.

You need to provide a great candidate experience so candidates want to re-engage in the future. Archive candidates
appropriately so you can find them again.

Here are three simple steps you can take to ensure that you leverage past recruiting work to generate future candidates:
Track why candidates aren’t hired
You can only re-engage candidates if you’re keeping tabs on why they don’t make it to ‘hired’. Were they a good fit for a role you
don’t have yet? Did the role get filled? Are they underqualified now, but show potential for the future? It can help to use an
applicant tracking system, like Lever, to record all of this information.
Give feedback
Talent is four times more likely to consider your company for a future opportunity when you offer them constructive feedback,
yet only 41% of candidates have received interview feedback before.
Circle back
Most (80%) job seekers say they would be discouraged from considering other relevant job openings at a company that failed
to notify them of their application status. Yet, they would be three and a half times more likely to re-apply to a company if they
were notified.

3. Diversify your online candidate sourcing channels

Most recruiters have their go-to channels to find candidates. More than half, 52%, say they first turn to their professional
network, and another 28% say they first turn to LinkedIn. But why stop there? The most common methods for candidate
sourcing are common for a reason – they’re good! – but consider adding some other, less frequently used sources into the mix.
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Candidates may be more receptive to outreach messages on less conventional websites, and profiles on such sites can yield
unique information that provides good fodder for personalized outreach.
Where should you look? The internet abounds with possibilities. The key is to understand your target candidates so you can
better predict where to find them online. For instance, check out Triplebyte if you’re looking for engineers, Hired for tech talent,
and Underdog if you’re hiring for a startup. If you’re new to sourcing for a job, rely on your team members to find out where to
go, and ask them questions like:

• From the perspective of someone who’s been deep in this domain for a while, where might you start a search for this?
• Where might this community congregate?
• What companies are focused on similar tech/products/services?
• Do people in this role go by multiple job titles? What are they?
• Other, more general, but worthwhile online sourcing channels include Aevy, AngelList (for tech talent), Entelo,
Facebook, Hired, Sourcing.io, Twitter, and Xing.
4. Include offline recruitment methods
There’s no doubt that online channels amplify your engagement. But offline recruitment methods are still a powerful force.
Going offline and meeting people face-to-face at events is a great way to source new candidates.
Attend job or industry-specific conferences and events, or host your own meetups to bring together groups of people you’d like
to meet. There will be less competition to stand out as an employer, and candidates will be more likely to respond to your
follow-up messages after they’ve had a conversation with you in person. If other people in your organization attend events, ask
them to stay on the lookout for great candidates too – sourcing should be a team sport!

5. Utilize your employees’ networks for sourcing candidates

Organizations can expand their talent pool 10 times by recruiting through their employees’ networks. Run candidate sourcing
sessions with your team to see if anyone in your employees’ networks would be a good fit for one of your open roles. Your
employees can help you reach untapped talent, and improve response rates from candidates they know. Facebook, for instance,
will show your employees different candidate search results based on their own social graph, so you can uncover candidates
you wouldn’t have otherwise found. Sourcing.io allows your employees to connect their LinkedIn, Twitter, and GitHub accounts
so you can see who is already connected to your team. You can also systemize this process with a candidate sourcing tool like
Teamable or Simppler, which automatically recommend candidates to you based on your employee’s social networks. When
you find a qualified candidate, you should request a warm introduction from your employee, rather than sending a cold email,
to increase your candidate response rate.

6. Source candidates for roles you don’t have open yet

Most candidate sourcing goes like this: “I have X job to fill, so I’m going to source people for X job.” But the most advanced
recruiters get even more proactive with their sourcing efforts, and get ahead on roles they’ll need to hire for in the future. As
Sedef Buyukataman, Talent Brand Strategist at Proactive Talent Strategies explained in a webinar with Lever, a proactive
approach starts by building personas.
How? First, take a look at your business growth plans. Then, build a corresponding workforce hiring strategy that gives you
insight into when hires need to be made across the year to sustain your company’s vision and cost model. Once you have a
picture of which teams need to grow, you can work with your leaders and partners in Finance and HR to identify the level and
skillsets required. Aggregate those skills and what you know about the company and team culture so you can begin to source
for specific profiles (personas) in a focused but ongoing way.
Then, when your hiring manager asks for a junior-level Java developer who also happens to be a master of automated testing,
you’ll already have candidates in your ATS ready to review. You may even hire some of them!

7. Perfect your outreach messages for sourcing candidates

You’ve worked hard to source the right candidates, but that doesn’t matter if they won’t engage with you. This is
where outreach can help you in your talent sourcing process.
Outreach recruiting examples include basic tips that make your messaging more candidate-focused. View it as a way to offer
superior customer service to your prospective candidates, because the messaging is similar. You want to focus on their needs
and wants. Your message targets the candidate’s goals, not your company’s. It turns the tables on traditional hiring methods
and makes your talent the priority.
A few rules of thumb:

• Lead with a subject line that will stand out and make the candidate want to open and read your message.
• Always personalize your message with relevant information about the candidate.
• Paint a brief picture of the role and your organization.
• Explain how you think they could contribute to the team.

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Knowing your audience is crucial to writing a strong outreach message. While 78% of sales professionals said they would
accept less money to work at a company selling something compelling, 66% of healthcare professionals are likely to accept less
money to work at a company with a great culture.
Improve your response rates by focusing on the things that matter to each type of candidate. Your goal is to give them just
enough information to pique their interest and respond, but you want to be careful about overloading them with information.
Ask your recent hires for feedback on your outreach messages, and use that feedback to test different messaging and improve
your response rates.
8. Build a strong employer brand
Your employer brand could be the difference between a candidate responding to your outreach, or ignoring it. Candidates
aren’t likely to respond to your outreach if they perceive your employer brand negatively, and an unknown employer brand can
stymie your efforts as well. In contrast, a strong employer brand is an incredibly effective recruiting tool: 92% of candidates say
they would consider leaving their current jobs if a company with an excellent corporate reputation offered them another role.
To increase your sourcing (and overall recruiting) success, here are some tips on both repairing and building your employer
brand:
Respond to reviews
Reviews matter to your prospective talent. Over 60% of candidates check company reviews and ratings before they determine
their interest in a job. Regularly check review sites like Glassdoor and InHerSight, and respond to the feedback to let people
know you appreciate their input and will take action where it’s necessary. This will generate goodwill, and help your employees
feel engaged and heard.
Tell your story
Engaging your employees in storytelling, encouraging them to personalize their LinkedIn profiles, starting a company blog,
being active in the press, and speaking at conferences are just a few of the ways employers can spread awareness about their
brand. At Lever, for example, employees regularly contribute to our company blog, where they share authentic stories about
their professional experiences, topics they’re passionate about, and their journey to Lever. If you’re a small company and
candidates want to know more about your brand, having these proof points can be the factor that sparks conversation.
Partner with marketing
Many of the strategies needed to help spread your employer brand are the same ones you’ll find marketing using to promote
your corporate brand. See if you can partner closely with them on both content creation and distribution.

9. Follow up with candidates who don’t respond

You might get a few candidates to bite at the first cold outreach email you send, but you spent too much time doing research
and building lists to stop at one email. Imagine if a salesperson reached out to leads once and then called it quits; they’d never
close any deals!
Once you do your first round of outreach and follow-ups, you’ll also want to keep in touch with the candidates who weren’t
ready to make a move when you first approached them, and strong candidates who you sourced, but didn’t hire, for other roles.
With the snooze functionality in Lever, you can stay on top of these follow-ups with ease – just snooze a candidate for your
desired time period and leave yourself any notes for context (like “Wants to stay in their current role at least a year”). When it’s
time to follow up with the candidate, you’ll get an email from Lever reminding you that the snooze is up, and the candidate will
be placed back into your active pipeline.
Waiting six months is a good rule of thumb for when to reach out to a candidate, but there are also other occasions where it
makes sense to re-engage. You can send candidates company news, congratulate them on work milestones, wish them a happy
birthday, ask them how big projects went, and even congratulate them on new jobs. Even if these check-ins don’t yield
immediate results, you want to stay top of mind with your best candidates so you’re the first to know when they’re ready to
make a move. Plus, even if they’re not interested, they may refer someone who would be a great fit.TIP
Set a Google Alert to immediately hear when your highest-priority candidates appear in the news.
10. Use the right tool
Anyone who’s sourcing has a million balls up in the air at once. Managing all of that activity in docs and spreadsheets can get
out of hand quickly, but that’s what most recruiters have had to do – until now. Using the right recruiting tools, such as Lever,
helps you streamline your process, organize your approach, and successfully source the best candidates.
At Lever, we think hiring managers and recruiters deserve the best solution. That’s why we built LeverTRM, to help you
minimize the copious manual work involved in effective sourcing, and streamline your hundreds of touchpoints into one
powerful automated workflow. With your newfound efficiency, you’ll have way more time to focus on the work that truly
matters, like highly targeted outreach and relationship-building with your highest-quality candidates.