RECRUITMENT
Once the organizations’ goal/s and structure are
established. The HR is now ready to identify and fill in
the different areas in the organization to operate.
Recruitment
- The process of discovering the potential for actual
or anticipated organization vacancies. – DeCenzo
and Robbins
- The process of searching for prospective employees
and stimulating them to apply for jobs in the
organization- E.B. Flippo
- This function requires the HR to market the
company and the position to the qualified applicants
in the labor market.
We want to attract applicants who are qualified for the
job and fit in the organization.
Elements of Recruiting Strategy
FOCUS
Internal Labor Markets: Markets in which workers are
hired into entry-level jobs and higher-level jobs are
filled from within
Actual labor market a company faces depends on:
- The industry in which the firm operates
- The types of position the company is seeking to fill
LOCATION
Primary locations to find candidates
- Internal to firm
- External to the firm
Regional recruiting markets
- Competing firms are located in the same areas as
required resources are abundant in the particular
region
Global recruiting markets
- Companies look globally for labor, to save costs
and to attract the best talent
TIMING
Recruiting plans are to be based on a firm's:
- Business strategies
- Company’s talent
- Future needs
HR managers have to consider which jobs have the
biggest impact on the firm's financial results and
prioritize filling them
DECISION
Size of an organization affects who performs the
recruitment function
Recruiting Process Outsourcing (RPO)
Practice of outsourcing an organization’s recruiting
function to an outside firm
Organizations use RPO providers when they:
- Want to focus on their core functions
- Need to hire a lot of employees or hire employees
quickly
BRAND
Branding: Company’s efforts to help existing and
prospective workers understand why it is a desirable
place work
- Think of applicants as consumers and focus on what
they want in terms of jobs and careers
- Companies should listen to and reach out to
applicants
- Reaching out to people via social networks
- Writing blogs and articles for industry publications
- Philanthropic activities
Source of External Recruitment
 RECRUITMENT
External Recruiting Methods
Advertising
- Advertising job openings on websites, social media,
newspapers, and trade journals
Walk-in: unsolicited applications, and résumés
- Walk-in applicants and individuals who send
unsolicited résumés may or may not be good
prospects for employment
Internet and social media
- Companies and individuals find the Internet
cheaper, faster, and more effective
- Social media is used to create company websites
and advertise jobs
Job fairs
- Recruiters set up booths, meet prospective
candidates, and exchange employment information
o Virtual job fair: Conducted online
o Philippines: DoLE every June 12 or May 1
o Schools: every before graduation month
Employee Mobile recruiting
- Process of recruiting candidates via their mobile
devices
Employee referrals
- Recommendations about prospective candidates
from current employees
Drawback
- Nepotism: Preference for hiring relatives of current
employees
Work study programs and internships
- Firms offer work study programs and offer low
interest loans for promising recruits, scholarships
and internships
Professional associations and labor unions
- Placement centers are included in the meeting of
professional associations
- Labor unions are principal source of applicants for
blue collar and some professional jobs
Public and private employment agencies
- Public employment agencies work with recruiters to
post their openings in online job banks
o PESO (Philippine Employment Service Office)
- Private employment agencies, for a fee, match
people with full-time jobs
Staffing agencies
- Firms that hire and place workers in temporary jobs
Independent contractors
- Workers who are self-employed and do project
work on a contract basis for different organizations
Employee leasing
- Process of dismissing employees who are then hired
by a leasing company and contracting with that
company to lease back the employees
Internal Recruiting Methods
Internal job posting - Quick way to find qualified
employees interested in a position
- Company intranet
- Company bulletin boards
- Promotion
- Reaasignment
- Transfer
Identifying talent through performance appraisals
- 9-box grid: Comparative diagram that includes
appraisal and assessment data to allow managers to
easily see an employee’s actual and potential
performance
Skills inventories and replacement charts
 RECRUITMENT

- Firms track employee skills to see how best these -Quality-of-fill

skills can be used in job postings o Metric that measures how well new hires have
- Replacement charts are used for succession gotten up to speed are performing, and their
planning retention levels

The success of the Recruitment heavily relies on the
information presented/ posted namely:
- Job Title
- Job Description
- Job Qualifications
Effective job add attracts only qualified applicants
Improving the Effectiveness of Recruiting
Using realistic job previews
- Realistic job preview (RJP): Informs applicants
about all aspects of the job, including both its
desirable and undesirable facets
o Applicants who are given realistic information
regarding a position are more likely to remain
on the job and be successful
Surveys: Surveying managers about how satisfied they
are with the recruitment process
-To help recruit the right kinds of candidates, firms
develop employee profiles
o Employee profile: Profile of a worker
developed by studying an organization’s top
performers in order to recruit similar types of
people
Yield ratio: Percentage of applicants from a particular
source that make it to the next stage in the selection
process
-Helps indicate which recruitment sources are most
effective at producing qualified job candidates
-Used to determine how many total applicants a firm
needs to attract and advance to different stages in the
hiring process to fill different jobs
Acceptance rate: Percentage of applicants who accept a
firm's jobs after being offered them
- Lower acceptance rates will require a firm and its
HR personnel to determine why employees are
declining offers
Cost of recruitment
- Applicant tracking system (ATS): Software
application recruiters use to post job openings,
screen résumés and up-loaded profiles, contact via
e-mail potential candidates for interviews, and track
the time, costs, and other metrics related to hiring
people
Steps in Career Management Process

New hires are surveyed to check on their satisfaction

level

Candidates who turned down jobs can provide valuable

information about why they did not accept the firm’s
offer

Recruiting metrics
-Helps understand which recruiting sources work best for
different employees
-Allows recruiters to find better employees faster and at a
lower cost
-Time-to-fill
o Metric that refers to the number of days from
when a job opening is approved to the date a
person is chosen for the job
 Lower time-to-fill statistics are better
 Trade-off has to be made between the time
to fill a position and the quality of the
candidates needed for the position
 RECRUITMENT

Blending the Needs of Individual Employees to That of - Accommodating families

Their Organizations
Recruiting and developing minorities
- Providing minority internships
- Advancing minorities to management
Recruiting Person with Disability
- Republic Act No. 7277 protects the rights of person
with disability and ensure equal opportunities, terms
or employment, compensation and such conditions
for employment of able-bodied persons.
Recruiting older employees
Stages of Career Development - RA 10911 reiterates no limitation of age in
employment
Excellent recruitment source to staff part-time and full-
time positions that are otherwise hard to fill.

Career Development Initiatives

Career plateau: Situation in which for either
organizational or personal reasons the probability of
moving up the career ladder is low
- Structural plateau - Marks the end of promotions
- Content plateau - Occurs when a person has learned
a job too well and is bored with day-to-day
activities
- Life plateau - More profound and may feel like a
midlife crisis
Developing a Diverse Talent Pool
Recruiting and developing women
- Eliminating women’s barriers to advancement