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RECRUITMENT OF EMPLOYEES

INTENDED LEARNING OUTCOMES

By the end of the learning experience, students must be able to:

1. Identify the recruitment process/recruitment plan of employees;
2. Discuss the importance of recruitment on the internet; and
3. Identify the sources of applicants.

Once there is an approved request to fill up a position, the next step is for HR to develop an applicant
pool using either internal or external recruiting. An organization needs to hire the most qualified people
it can at the most competitive price. Before an organization is able to hire an individual, it must locate
qualified applicants who are looking for jobs—known as establishing an applicant pool. An effective
employee selection procedure is limited by the effective of the recruitment process. Outstanding job
candidates cannot be selected if they are not included in the applicant pool.

Attracting qualified people refers to recruitment and it represents one the major responsibilities of the
HR manger. In an era when the focus of most organizations is on efficiently and effectively running the
organization, recruiting the right person for the right job is a top priority.

RECRUITMENT ON THE INTERNET

The Internet has truly changed the way we conduct business today. We now have the ability to do
virtually everything from our computers and recruiting is one of them.

Using the Internet is the fastest, simplest, and most convenient or most cost effective way to reach
hundreds of thousands of qualified candidates, 24 hours a day, and 7 days a week. Responses occur
instantly and the results are measurable. Different recruitment sires can provide you with statistics such
as how many people looked at your job posting, how many people submitted their resumes, as well as
where your job ranked with other organizations recruiting for the same position.

Jobseekers have always wanted detailed job descriptions. They want to know what the job entails, the
qualifications for the job that are more important, and what you can offer them as an organization.
Recruitment sires can provide job seekers with detailed information on the qualifications you are
looking for in a candidate. You can even create a customized response form to help filter your
applicants further.

PICKING EMPLOYMENT SITES

Job-Hunt.Org can be a big help to recruiters. Considering there are literally thousands of Web
employment sites and most of the time there is information overload, as employer, where should you
post your jobs? Job-Hunt.Org provides a list of employment sites with different categories.
 a. Job Sites by Location – job sites with a geographic focus to help you find an appropriate local
resource for your postings.
b. Employment Super Sites – sites that provide visibility in all kinds of media.
c. Specialty Employment Sites- sites that provide category listings depending on the vacant
position.

USING EMPLOYMENT SITES TO POST JOB OPENINGS

a. Job postings on a Web site are very different from typical newspaper ads where you are paying
per work posted in the spread.
b. You are not restricted by the number of words you can use in your description, and most
employment sites have search engines for applicants to use in finding job postings.
c. You can offer as many ways as possible for the applicant to reach you, e.g., phone, fax, email,
and ‘’snail mail’’ with your complete address.
d. You can respond immediately with an acknowledgment, personalized if possible, to the
applicant via email.

ONLINE JOB SEARCH FOR APPLICANTS

1. Identify the jobs, employers, and locations that interest you, and them find out where you can
submit your application based on your qualifications. The Web is a treasure of useful
information. Job-Hunt’s ‘’Pick Your Next Employer’’ section has links to how-to articles,
directories of employer Web sites, and list of potential employers.
2. Read the ‘’ Know BEFORE You Go (or Apply)’’ series of articles by Job-Hunt’s research expert
Parmelee Eastman about choosing the best potential employers, and gathering necessary
information to prepare a cover letter, and how to impress interviewers with your knowledge of
them and their organization.
3. Once you know the job you want and have collected the necessary information about the job
and our prospective employer, you need to create your resume learn how to complete online
forms, and customize your LinkedIn Profile or your personal resume Web page with ‘’keywords’’
for recruiters to find.
4. Establish an email account, different from the one you use in your job or your school. Use this
personal account that your current employer cannot read and enable potential employers and
other job search contacts to stay in touch with you easily and safety.

TIPS TO JOB APPLICANTS TO AVOID ILLEGAL RECRUITMENT

1. Do not apply at recruitment agencies not licensed by POEA or the Philippine Overseas
Employment Administration.
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 registration 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 entice 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.

RECRUITMENT PROCESS/RECRUITMENT PLAN

This plan is an effort to quickly fill the HR request with an individual who first satisfies the job
specifications.

1. Formulating a recruiting strategy. This is a choice between internal and external recruiting
strategy.

COMPARISON OF PROMOTION FROM WITHIN (INTERNAL HIRING) VS. EXTERNAL HIRING

PROMOTION FROM WITHIN

Advantages Disadvantages
 Provides greater motivation for good  Promotes inbreeding (narrowing of
performance thinking and stale ideas)
 Provides greater promotion  Creates political in-fighting and
opportunities for present employees pressures to compete
 Improves morale and organizational  Requires a strong management
loyalty development program
 Enables employee to perform the new  Creates a homogenous workforce
job with little loss of time
 Familiar with the organization on how it
operates

EXTERNAL HIRING

Advantages Disadvantages
 Provides new ideas and new insights  Loss of time due to adjustment
 Allows employee to make changes  Destroys incentive of present employees
without having to please constituent to strive for promotions
groups
 Does not change the present  No information is available if the
 organizational hierarchy applicant can blend with the rest of the
group.

2. Searching for job applicants. The applicant search may involve traditional recruiting methods
or through the use of e-recruitment.
3. Screening applicants. Applicants should be screened to eliminate individuals who are
obviously unqualified.
4. Maintaining an applicant pool. Applicant pool consists of individuals who have expressed an
interest in pursuing a job opening and who might be feasible candidates for the positions.

SOURCES OF APPLICANTS

A. Internal Sources- the use of promotion from within taking into consideration and advantages
and disadvantages. Companies use job posting and job bidding to inform employees of job
vacancies. For companies using IT, they have portals which are accessible to all employees.
Although the use of portals may not be applicable for small organizations, one has to always
take note that to fill an opening, it is better to look at the current employees first.
B. Referrals – present employees are asked to encourage friends and relatives to apply. This is the
most often used recruiting tool in small organizations.

C. External Sources
1. Job Advertisement – placement of help-wanted advertisements in newspapers, trade
and professional publications, or on radio and television.
2. Employment Centers or Agencies – agencies that charge a fee for each applicant they
place.
3. Campus Recruitment- a primary source for entry-level job candidates. This is usually
coordinated with the university or college placement center.
4. Internships – for students with practicum or on-the-job training, this can help them in
honing their business skills, check out potential employers, and learn more about their
likes and dislikes when it comes to choosing careers. For employers, they can use their
interns to make useful contribution while they are being evaluated as possible full-time
employees.
5. Job Fairs/ Special Events Recruiting – joining or sponsoring employment fairs.
6. Online Recruitment / E-Recruitment
ALTERNATIVES TO RECRUITING

1. Subcontracting/Outsourcing – subcontract work to another organization wherein the

organization loses some of its control over work that is outsourced. The company takes full
operational responsibility for performing that function rather than just supplying the personnel.
This is now the trend for most companies to avoid recruitment of additional employees.
2. Overtime – used to avoid the incremental costs of recruiting and hiring additional employees
for a short period of time.
3. Temporary Help – use of temporary help services to full the needs of companies on the
temporary basis. When the company is downsizing, temporary employees create a flexible staff
that can be laid off easily and recalled when necessary.
 4. Employee Leasing- similar to temporary help agency but employees are not temporary.
Leasing companies issue the workers’ pay checks, take care of personnel matters, ensure
compliance with workplace regulations, and provide the required employee benefits.

WRITING A RESUME

Curriculum vitae are a document that describes your qualifications, including but not limited to your
profile, goals, skills, education, and professional experience. An employer mostly sees a preview of how
you can contribute to their company. A brief resume gives your employer what you can offer them if
they hire you.

For employers, the resume is a screening device. Big corporations get thousands of them every year so
you have to get their attention and show your prospective employer that your resume is worth a second
look.

Resume writing is a critical task. People always confused about resume writing. They don’t know what
to write in a resume and what not to write. To get the attention of those in charge with recruitment,
you need to use words that would highlight what you do best since your resume is the first step in
‘’marketing’’ yourself to your perspective employer. In terms of style and format, keep in mind the
position and the company where you are applying.

DIFFERENT PARTS OF YOUR RESUME

1. Name, Address, and Telephone Number – These should be on top for companies to
remember your name. if possible, use a font size larger than what is used on the rest of your
resume.
DR. CRISPINA RAFOL CORPUZ
Example: Ambid St. Biluso, Silang, Cavite
09228155973
[email protected]
[email protected]
2. Job Objective- This is crucial because it informs the employer if there is a match between the
job vacancy and what you can offer. If you can offer what the employer is looking for, he/she
will read on.

Example:

Seek a position as an HR manager using my Ph.D. in HRM and proven track record in human
resource management in both industry and the academe.

Seek3.a position
Education – List
as an your educational
advertising experienceusing
sales representative in reverse chronological
my academic order.proven
background, Includesales
a high
GPA and any honors
skills, and retail experience and awards received. List the key courses relevant to the job you are
seeking.

3. Education – List your educational experiences in reverse chronological order. Include a high GPA and
any honors and awards received. List the key courses relevant to the job you are seeking.
Example:
University of Santo Tomas
Ph.D. in HRM GPA: 1.25
MS in HRM GPA: 1.5

Coursework: Compensation and Benefits Administration, Training and Development, Performance

Appraisal, Labor Relation, Career Development, Management Research, Cooperative Management

Honors and Awards received:

Magna Cum Laude (Ph.D. HRM, UST)

College and Deans List Scholar (UP Baguio)
Regional Finalist, Metrobank Outstanding Teacher
CHIMES Awardee, De La Salle University-Dasmarinas

4. Skills- Employers want to know what skills you have. Highlight the main skills required of the
position you are seeking. By doing so, you increase your chances of creating a match in the
employer’s mind. Use STAR- Situation, Technique, Action, Results- as a guide and template.
Positive results create positive reactions. If you can quantify your results, you are talking in a
language employers understand.

Example:

Prepared the Personnel Policy Manual of Caffmaco and the Personnel Policy Manual for Silang
Municipal Employees. Prelared a textbook in Human Resource Management (1 st, 2nd,3rd edition)
and the Human Resource Manual for Cooperatives.

5. Work Experience- List in reverse chronological order. Play up your work if it is career-related
or requires skills you want to emphasize. Whenever possible, use job descriptions that are
results-oriented.

Example:

Employment Background: Caffmaco Feeds Inc. Personnel Officer

Duties: Prepared the personnel policy manual
Updated the company’s job description
Initiated training programs to enhance the skills of the employees
Revised and updated
6. Communication Skillsthe performance appraisal methods and the salary scale by means of
conducting wage and salary survey

6. Communication Skills

Example:
 Reinforced and interpreted company procedures and policies to newly hired employees during
orientation.

Example:

7. References- Choose them carefully. The trend is not to include the references on the resume.
It is better to use every precious inch space to promote yourself. Initially, you can just place
there that references are available upon request.