RECRUITMENT

Recruitment is the process of encouraging, inducing, or influencing applicants to

apply for a certain vacant position. Whenever there are vacancies, it is necessary to find
a person to fill those vacancies. Some organizations do not wait until the vacancy
arises, but they anticipate such vacancies and new openings in the short and long run
and thus plan for the future needs. This approach gives more time to recruiting and also
increases its effectiveness. The results obtained from recruiting, selecting, placing,
training, developing and motivating employees, depend directly upon the effectiveness
of the planning and forecasting phases of employment development.

Steps in Recruitment

Step one - Studying the Different Jobs in the Company and Writing Job Descriptions
and Specifications (Job Analysis)
Job description defines the duties and responsibilities of a particular position. A
description of the duties and responsibilities attached to the job enables the
employment officer to determine the special qualification which an individual must
possess in order to do the job successfully. Job specification gives the specific
qualifications required for the position, such as the following: amount and type of
experience needed to perform the job, special training, skill and physical demands,
special abilities and aptitudes, age, physical qualifications, and other requirements.

Example of Job Analysis

Name : Marietta Tamaray
Position : Accounting Supervisor
Organization Relationship :
Reports to : Chief Accountant
Supervises : Bookkeeper Il
Bookkeeper I
Accounting Representatives
Department : Office of the Controller
Section : Accounting
Company : Good Morning Corporation

Job Description
Supervises and conducts activities relative to the maintenance of complete,
accurate. and up-to-date accounting records of transactions, control and handling of
funds, preparation of required reports and costing of products. Participates in the
formulation of manpower and material resources within her jurisdiction.

Duties and Responsibilities

1. Plans and prepares work programs and ensures effective Implementation
thereof.
2. Verifies daily cash position reports to ensure proper implementation of system of
cash handling.
3. Verifies petty cash resources, effects proper charging of accounts, and ensures
that reimbursement of expenses is in accordance with finance policies and
procedures.
4. Checks and counts petty cash fund handled by accounting representatives and
takes note of unauthorized and unliquidated advances.
5. Coordinates activities of business to ensure proper timely preparations and
submission of required reports.
6. Conducts studies and recommends amendments or suggestions to systematize
activities and procedures.
7. Ensures implementation of the adherence to company policies and procedures,
conducts investigations of violations thereof, and recommend disciplinary
measures.
8. Conducts performance evaluation of subordinates and recommend appropriate
personnel action; motivates, trains, guides and counsels subordinates and
maintains harmonious relationships among them.
9. Prepares monthly schedule of accounts receivable.
10. Performs other related functions.

Job Specifications
 CPA, preferably MBA and with experience in computer operation
 At least five years experience on a Department Manager's level
 Female, at least 35 years old
 Reliable and trustworthy
 Of good moral character

Step Two - Requisition of New Employee

To inform the personnel department, the line supervisor or the department head
concerned should accomplish a formal requisition form, indicating the position to be
filled, the date when the new employee will be needed, his pay rate, the required
qualifications of the employee, the job description, approval by the responsible official of
the company, and other pertinent data.

Step Three - Actual Recruitment of Applicants

Recruitment is the process by which prospective applicants are induced to apply
in the company in order that their qualifications for present and anticipated vacancies
can be evaluated through sound screening and selection procedures. To make the
selection truly discriminating there must be several qualified applicants from whom the
final choice can be made. In this manner the chance of drawing out the most qualified
applicants for the position may be more discerning.

Sources of Labor/Applicants:
a) Internal — employees recruited within the company
b) External — applicants recruited through schools, references advertisements,
placement agencies, etc.