IMPACT OF THE RECRUITMENT PROCESS ON THE ETHICAL

STANDARDS IN SELECTING NEW EMPLOYEES

A NEW NORMAL PERSPECTIVE

A Thesis

Presented to the Faculty of the

College of Business and Accountancy
University of Cebu – Lapu-Lapu and Mandaue Campus
Mandaue City, Philippines

In Partial Fulfilment
of the Requirements for the
Degree of Bachelor of Science in Business Administration

by:

LARA JEAN T. ARROFO

SHEENA IGOT
JESSAMIE C. LICAYAN
MA. JEAN R. MANATAD
MARYJE JOSEPHINE T. MUNEZ

December 2022
 APPROVAL SHEET

IN PARTIAL FULFILLMENT of the requirements for the Degree of

Bachelor of Science in Business Administration major in Operations Management,
this research entitled “THE FAMILY-OWNED REAL ESTATE BUSINESS:
CHALLENGES FOR SUSTAINABILITY”, prepared and submitted by Lara Jean T.
Arrofo, Sheena Igot, Jessamie C. Licayan, Ma. Jean R. Manatad, and Maryje
Josephine Muñez have been examined, accepted, and approved for PROPOSAL
HEARING.

WINNIE MARIE T. POLIQUIT, DBA

Adviser

ACCEPTED AS partial fulfillment of the requirements for the Degree of

Bachelor of Science in Business Administration major in Human Resource
Development and Management.

APPROVED by the tribunal at Oral Examination with the grade of PASSED.

LUCILITTO A. ATILLO, Ph.D.

Dean, College of Business and Accountancy

PANEL OF EXAMINERS

MARLON F. MONTECILLO, Ph.D., Ed.D.

Chairman

LUCILITO A. ATILLO, J.D., DBA KINGIE G. MICABALO, DBA

Member 1 Member 2

WINNIE MARIE T. POLIQUIT, DBA

Program Research Coordinator

LUCILITO A. ATILLO, J.D., DBA ROEL A. MONSANTO, Ph.D.

Dean, College of Business and Accountancy Research Director

Date:
 ACKNOWLEDGMENT

This study would not have been successful without the help and support of the
following persons who become their inspiration in writing this thesis. It is their
greatest pleasure that they may be able to extend our heartfelt thanks to the following:
To Dr. Winnie Marie T. Poliquit, Research Advisor, for sharing her expertise,
showing us how to conduct our study properly, and advising and assisting us in
ensuring the success of our research. We greatly appreciate her consideration,
patience, and understanding throughout this journey
To Dr. Marlon F. Monticello, Research Professor, for his support and his
valuable assistance to the research.
To Dr. Marife C. Carreon, Research Statistician, for her undying support, and
for her help in analyzing the data for her statistical interpretation of data gathered.
To Dr. Lucilito A. Atillo, Dean of the College of Business and Accountancy,
who permits them to gather data outside the school.
They would like to give their deepest gratitude to their panelist, who is the key
person in the realization of this study. The researchers truly salute their expertise to
surmount what seems to be an uphill task. Thank you for your time suggestions, and
encouragement. Allowing them to get the necessary information they need to make
this thesis possible.
To all the member-respondents who participated in this research study and for
trusting us in giving their answers.
 DEDICATION

The researchers would like to dedicate and extend their gratitude to each
individual who in their special way contributed to every part of the research study.
This completion was made possible due to the significant people who never got tired
of imparting unending support, valuable assistance, and persistence to complete the
research.

To their beloved parents who never get tired of helping, supporting, and
providing them with the things they need.

To their respondents – thank you for your time; it brings them the joy of
success in fulfilling this research.

To the Almighty father, who is always there to enlighten them in every way,
helped make this research possible, and for answering their prayers.
Title: IMPACT OF RECRUITMENT PROCESS ON THE ETHICAL
STANDARDS IN SELECTING NEW EMPLOYEES: A NEW NORMAL
PERSPECTIVE
Degree: Bachelor of Science in Business Administration Major in Human
Resource Development Management
School: University of Cebu Lapu-lapu and Mandaue
Instructor: Marlon F. Montecillo, Ph. D., Ed. D.
Date Completed: December 00, 2022
The recruitment process has undergone a significant change in recent years.
There has also been a growing demand from workers who want to work for an
organization that upholds high moral standards. Ethics are crucial during this process
to ensure that candidates are reviewed according to their skills and ability and to
ensure that they have a decent and the best employment experience. This study
intends to ascertain how the recruitment process impacts the ethical standards in
selecting new employees. 
The study utilized the descriptive research method with a researcher-made
questionnaire as the main instrument in data gathering. Quantitative data were used to
ascertain the impact of the recruitment process on the ethical standards in selecting
new employees. The respondents were thirty (30) HR Practitioners from different
industry sectors of The City of Lapu-Lapu. A Purposive Sampling technique was
used to gather information in which participants were selected from a population
where individuals have the same particular field of expertise in Human Resource. As
for data analysis, weighted and aggregate means were used.
Integrity, Fairness, Discrimination, Data Privacy, and Health and Safety are
all moderately affected by the recruitment process. In conclusion, incorporating
ethical practices in Human Resource operations and moral values in the individuals
must empower an organization to maintain and grow. As ethical offenses can
significantly negatively impact an organization's human resource management, they
will harm applicants, companies, stockholders, and society. It might hurt the
organization's profitability and human resource management discipline. Awareness
and action in these areas will produce motivating facets that can significantly change
attitudes while allowing ethical hiring practices to shape organizational culture.
.
 TABLE OF CONTENTS
PAGE
Approval Sheet i
Acknowledgment ii
Dedication iii
Abstract iv
CHAPTER
1 THE PROBLEM AND ITS SCOPE 1
INTRODUCTION 1
Rationale of the Study 1

Theoretical Background 4

THE PROBLEM 16
Statement of the Problem 16

Significance of the Study 18

RESEARCH METHODOLOGY 21
Research Design 21

Research Environment 28

Research Respondents/Participants 29

Research Instrument 30

Dry Run Procedures 34

Research Procedure 35

Data Gathering 35
Data Analysis 35

Ethical Considerations 36

Trustworthiness of the Research 37

DEFINITION OF TERMS 39
2 PRESENTATION, ANALYSIS AND 46
INTERPRETATION OF DATA

Profile of the Respondents 47

Recruitment Process 52

Impact of the Recruitment Process on the 55

Ethical Standards in Selecting New

Employees

3 SUMMARY, FINDINGS, CONCLUSIONS AND 112

RECOMMENDATIONS
Summary 112

Findings 112

Conclusion 113

Recommendations 114

REFERENCES 116
APPENDICES
A Transmittal Letter 121

B Survey Questionnaire (Set A-Teaching) 127

C Pilot Testing Result-Cronbach’s Alpha 140

D Grammarly Result

E Location Map 148

F Standard Form 10 – Adviser’s Acceptance

G Standard Form 11 – Statistician’s Acceptance

H Standard Form 15 – Title Approval

I Standard Form 25 – Compliance Checklist

CURRICULUM VITAE 153

 LIST OF TABLES AND FIGURES
Table Description Page No.

1 Research Subjects 24

2 Psychometric Examination Results 31

3 Academic Performance 33

4 Results on the Significant Relationship

Between the 34
Figure Description
1 Research Flow 2
 CHAPTER 1
THE PROBLEM & ITS SCOPE
INTRODUCTION

Rationale of the Study

Recruitment process has dramatically changed and was affected due to the
pandemic. Most companies have bid goodbye to the traditional hiring method as digital
recruitment has become the norm. According to Vengrouskie (2019) that beyond the
legal constraints imposed by hiring practices, an organization is responsible for adhering
to ethical standards in the recruitment process. Particularly now, job seekers are
incredibly picky about the companies they want to work for these days.

According to the study by Kulal (2020), Ethics is vital in recruitment and

selection as it ensures that candidates are evaluated based on their merit, fairness, and
equity, as well as their knowledge, skills, and abilities for the job. Ethics is applying
moral norms to business behavior. It goes beyond the legal requirements for a company
and is, therefore, about discretionary decisions and behavior guided by values.

In today's new normal, one of society's most pressing demands is ethical

organizational practice. The researchers observed that there had been a significant shift in
the hiring process in recent years, along with a demand for ethical organizations. Because
based on a study by the Business Institute of Ethics, approximately 57% of employees
prefer to work for a company that upholds high moral standards after the pandemic.
Around 37% also believed that the ethical standards in their organization had improved
ever since the pandemic. Technology and digital communication made it easier to
identify and publicize ethical missteps.

Therefore, the researchers have ensured that they had gained sufficient knowledge
regarding the recruitment process, particularly in the new normal, and the ethical
considerations that must be adhered to during the entire recruitment and selection
process.
Theoretical Background/Related Review of Literature

           This study is anchored on the Virtue Ethics theory (Statman, 2018). Virtue ethics
lays out unwritten rules for how people should behave toward one another daily. If a
morally upright person acts the same way in the same situation, then that action is
considered right from the perspective of virtue ethics. As a result, it is character-based
and places more emphasis on people's morality than on their obligations or consequences.
Virtue ethics evaluate the morality of individual acts and serves as a framework for the
conduct and qualities that a reasonable person ought to pursue.

The idea behind this ethical framework is that rather than focusing on the rules to
follow, we should consider the types of people (or organizations) we should be and the
ethical role models we should emulate (MacDonald et al., 2022). The HR department
should lead an example for others to follow by acting morally upright. HR procedures
can motivate workers in ways that produce positive results. No other discipline or
function within a modern organization is better suited to play the role of an ethical
compass than human resources. From the moment an employee applies for a job until
they retire, HR is a constant presence and a guiding force in all facets of the employee's
working life.

The anchored theory is supported by the Deontology theory (Span,2020). Unlike

virtue ethics, which concentrates on the type of person we should and should not be, the
Deontological theory is a more direct ethical theory that answers what acts we should
perform. Deontology holds that reason which determines how we should behave in a
particular circumstance and is closely related to the idea of duty (Roby, 2018). According
to this theory, which is compatible with some theories of virtue ethics, some decisions we
make are immoral and cannot justify by the results of those decisions. When a decision
complies with a moral standard, it is deemed proper.

Two key ideas may emerge when the discussion of Kantian ethics expands to fit
the framework of human resource management. First, an action considered right for one
person holds for all people, given the concepts of reversibility and universality. This
logical argument leads to the conclusion that it is essential to treat everyone equally.
Secondly, treating people with respect means considering them as objectives and not just
as a means to an end. This deontological approach to ethics is closely related to the
values of business ethics because it places a strong emphasis on the idea of duty.
Additionally, it is a viewpoint that links ethics to other qualities regarded as excellent
(Bolton & Houlihan, 2007).

The ethics of care theory (Gilingan, 1980) also serves as the supporting theory for
our study. This stands out as a framework for directing and analyzing contact,
particularly between people in positions of authority (such as managers) and those who
are in need or have trouble. A caring-ethical approach to management techniques puts the
impact on specific individuals in specific situations before the abstract standard of
whether something is right or wrong or the practical standard of whether "it works."
Caring focuses on what "matters" rather than what "works" in a particular circumstance.
Even though today's business climate is anomalous, essential daily operations, such as
hiring, must go on as usual to ensure the company's survival. The study aims to add to the
still-developing body of research on the "ethics of care" and caring relationships at work.
HR professionals are ideally suited to investigate care in workplaces and act as liaisons
between the company's needs and its employees' well-being.

According to a study by Paul Ombada (2019), HRM’S pursuit of ethics against

the organizational bottom line is still a challenge. The matter still seems to be a
controversial and delicate subject. Despite this criticism, a lot of HR professionals are
starting to value traditional moral theories and other people's differing ethical
perspectives in the workplace. There is no doubt that ethics plays an important role in the
recruitment process in the new normal. It is crucial to guarantee that decisions affecting
the employment relationship are made using only relevant information. Thus, the
identified aspects of ethical standards in selecting employees are; Data Privacy,
Discrimination, Fairness, Health and Safety, and Integrity.
Data Privacy. As we move into an era built around data and information, the
digital landscape is constantly evolving, making it challenging to stay up with
regulations. The majority of these sensitive employee personal records are handled by
HR before employment (during recruitment), during employment, and even when an
employee leaves an organization (Lilian, 2021). Using HR data is very beneficial,
especially in the age of big data, but it can present ethical and legal challenges.
Additionally, there should be a code of conduct for recruitment staff to adhere to (Das,
2022). Both clients and employees entrust their data to HR and the confidentiality of that
data because they know it will be taken care of.
Discrimination. Any action or inaction that treats an employee differently from
other employees based on an identifying characteristic is generally referred to as
workplace discrimination (Roebig, 2022). Coworkers, job applicants, or employees and
their employers can engage in discrimination at work. Discrimination is illegal whether it
is done knowingly or unintentionally. Employers are required by law to ensure no
discrimination at any point in the hiring process. The application procedure should be
transparent, open, and free of barriers that might discourage applicants (VEOHRC,
2022).
Fairness. Organizations that uphold the values of fairness and justice have earned
the right to be called ethical, whereas values that prioritize profits or allow for rule-
bending are considered unethical (Alder & Gilbert, 2006). When hiring new employees,
fairness in the hiring process and candidate selection is synonymous with ethical
behavior.
Integrity. Integrity entails being trustworthy and upholding high moral standards.
Even when no one is looking, someone with integrity acts morally and honorably.
Integrity in the workplace entails more than just honesty and respect (Shonna, 2022).
Employees who work for a company that values integrity take their commitments
seriously, take the initiative when they do not fully grasp their duties, and ultimately are
responsible for their performance.
The aforementioned theories, associated literary works, and studies offer a more
thorough understanding of the overall context of the HR Practitioner's involvement in the
influence of the hiring process on the ethical standards used in making decisions
regarding selecting new employees.
 THE PROBLEM

Statement of the Problem

This study aims to determine the impact of the Human Resource recruitment
process on the ethical standards in selecting new employees under the new normal
perspective in Lapu-Lapu City.

Specifically, this study seeks to answer the following questions:

1. What is the profile of the respondents in terms of the following aspect;

1.1 form of business organization

1.2 type of business operation

1.3 length of years in business

1.4 industry sector classification

2. What is the recruitment process for selecting new employees in terms of:

2.1 job posting

2.2 initial screening

2.3 interviewing

2.4 evaluation of applicants & employment offer

2.5 employee orientation

 3. What is the impact of the recruitment process on the ethical standard in selecting
new employees under the new normal perspective in the following dimensions;

3.1 integrity

3.2 fairness

3.3 discrimination

3.4 data privacy

3.5 health and safety

4. Is there a significant relationship between the profile of the respondents and its
impact on the ethical standard in selecting new employees?

5. Based on the result of the study, what action plan may be proposed?

Statement of Null Hypothesis

The following null hypotheses were tested at the 0.05 level of significance.

Hø1: There is no significant relationship between the profile of the respondents

and its impact on the ethical standard in selecting new employees.

Hø2: There is a significant relationship between the profile of the respondents and
its impact on the ethical standard in selecting new employees

Significance of the Study

The outcome of the study will be beneficial to the following individuals or groups
of individuals:

HR Practitioners. The result of this study will be beneficial to HR Practitioners.

This study will give them knowledge about how to maintain a sound hiring and selection
procedure and uphold the highest moral and ethical standards. This will help them
faithfully carry out their duties, earn the respect of management and staff, and make sure
the business complies with all employment laws.

Employees. Through this study, employees will be able to recognize their worth,
and their rights and be able to determine if their management truly values them.

Organization. The findings of this study will aid in educating all parties involved
—both inside and outside of organizations—about the relationship between HRM and
potential workers. Additionally, it would aid them in developing strategies for dealing
with this phenomenon.

Researchers. The result of this study will give the researchers a more robust and
deeper understanding of the role of recruitment in the ethical standard of employee
selection. This will give them insight into their future endeavor as aspiring HR
practitioners, especially as a new normal generation of recruiters.

Future Researchers. The overall context and findings of the study will serve as a
guide and reference for future researchers doing similar research studies.
 RESEARCH METHODOLOGY

Research Design

This study utilized a descriptive research design with the use of a researcher-made
questionnaire to gather data on the profile of the respondents, the recruitment process for
selecting new employees, and its impact on the ethical standard in selecting new
employees.

INPUT PROCESS OUTPUT

 Profile of respondents  Descriptive

 Recruitment process
for selecting new
employees
 Impact of the
recruitment process.
research method of
research.
Proposed an Action
 Data Gathering
Plan
 Data Processing
 Analysis and
Interpretation of
Data

Figure 1
Research Flow

Research Environment

This study is conducted within the City of Lapu-Lapu. The city is a 1st class
highly urbanized city in the Central Visayas region of the Philippines. It occupies the
majority of Mactan Island, located off the main island of Cebu. Lapu-Lapu’s economy is
diverse, with manufacturing, tourism, and business process outsourcing providing
millions of jobs for residents. It’s evolved from a retirement or vacation spot to a
sustainable city where anyone can start a career and grow a family.
 Figure 2
Location Map
Research Respondents

The respondents of this study were the thirty (30) Human Resource practitioners
from different Industry Sectors in Lapu-Lapu City. A purposive sampling technique was
applied.

Table 1
Research Respondents
Industry Sector Sample Size (n) Percentage
Healthcare 4 13.33%
Education 1 3.33%
Financial/Professional Service 2 6.67%
Food & Beverage 2 6.67%
Automobile/Automotive 3 10.00%
Data Centre/Call Center 5 16.67%
IT & Telecom 4 13.33%
Hotels/Leisure 1 3.33%
Mechanical and Electrical 1 3.33%
Textile/Clothing 2 6.67%
Energy & Utilities 0 0%
Social Service 2 6.67%
Retail 1 3.33%
Construction 2 6.67%
Total 30 100%
Research Instrument

This study used a researcher-made questionnaire to gather data. The data-

gathering instrument is composed of three parts. The first (1 st) part of the questionnaire
pertains to the profile of the respondents. The second (2nd) part pertains to the recruitment
process used by the respondents in each of their companies. The last part pertains to
statements on how impactful the recruitment process is in the ethical standards of
selecting new employees. In addition, the instrument was validated by the technical
adviser before it was laid into the study.

To interpret the responses, a four-point Likert scale was used.

(4) Strongly Affected - It means that the respondents have utilized the statements
about the ethical standards in employee selection as strongly affected by the recruitment
process.
(3) Moderately Affected - It means that the respondents have utilized the
statements about the ethical standards in employee selection as moderately affected by
the recruitment process.
(2) Rarely Affected - It means that the respondents have utilized the statements
about the ethical standards in employee selection as rarely affected by the recruitment
process.
(1) Not Affected - It means that the respondents have utilized the statements
about the ethical standards in employee selection as not affected by the recruitment
process.

Dry–Run Procedure
Before the researchers commenced the pilot testing for data gathering, a letter
would be presented with the recommending approval of the following persons; Research
Adviser, College of Business and Accountancy Dean, and HR Practitioners. The letter
was disseminated among the concerned people to ask for their approval and the end
decision for approval in Transmittal Letter concerning pilot testing and actual data
gathering would be up to the HR Practitioners of different companies of Lapu-Lapu City,
to allow the researchers to perform data gathering in about their establishment before
disseminating the survey questionnaires to the target respondents. The researchers aimed
to target at least 30 respondents in Lapu-Lapu City to answer the researcher-designed
questionnaire.
Research Procedures
Gathering of Data. The researchers wrote to the Dean of the College of Business
and Accountancy asking for permission to survey Human Resource Practitioner
respondents in Lapu-Lapu City. Following approval, the letter outlining the study's
purpose was presented by the researchers to HR Practitioners from various companies.
The researchers then provided the link to the survey questionnaire's Google Form and
made sure that the terms and conditions were explained comprehensively.
Treatment of Data. The gathered data were statistically treated using
appropriate statistical tools.
Frequency and simple percentages were used to analyze the profile of the
respondents.
Weighted mean was used to analyze the impact of the recruitment process on the
ethical standards in selecting new employees under a new normal perspective as to data
privacy, discrimination, fairness, data privacy, and health and safety based on the mean
range below:

Point Range Verbal Interpretation

4 4.00 – 3.00 Strongly Affected
3 2.99 – 2.00 Moderately Affected
2 1.99 – 1.00 Rarely Affected
1 1.99 – 0.99 Not Affected

Ethical Considerations

The privacy of the research participants and protection was strictly ensured.
Participants were informed of what the research purpose is about. The researcher clarifies
if the research contains a risk or danger on the participants’ side, then the participants are
allowed to back out from the research and most importantly participant information was
never disclosed to anyone.
 The participant’s inclusion in the research should have its consent for
volunteerism to comply with the ethical principles. The measures taken to conform with
the moral theory were an assessment that seeks to learn the impact of the recruitment
process on the ethical standards in selecting new employees: A new normal perspective
towards HR practitioners within Lapu-Lapu City.

Trustworthiness of the Research

The researchers conducted this study with utmost sincerity. All variables in the
research study came from the cited works of literature and were reliable. The information
was collected in a discrete and confidential way. Only the researchers have the access to
review the participants’ responses from the research conducted. The leakage of
information has been prevented and is safe from risk. The result of the study can benefit a
lot of people in many ways. Rather than focusing on their personal information and
behaviors, we relied on the substance of what they have learned. There is no data
manipulation as this research is legitimate and can be verifiable by the participants.
 DEFINITION OF TERMS

The following terms are operationally defined to provide a better understanding of

the concept of this study:

Data privacy – This term pertains to an ethical standard in HRM by which they
are meant to handle the data of employees responsibly and keep them safe against
improper access, misusage, theft, or loss.

Ethics – This terminology pertains to the treatment of employees in an

organization with ordinary decency and distributive justice.

Ethical Standards – This term pertains to the standard principles that encourage
the greater values of trust, fairness, and benevolence that every HR Professional must
follow. It basically determines how an HR professional must act in order to be respected
in the field.

Fairness – Fairness in this study refers to the ethical standard in HRM where the
job applicants and employees are equally and impartially treated.

Industry Sector – This terminology pertains to those businesses that use

somewhat similar business procedures to produce or offer services that are similar to one
another.

Integrity- Integrity means an ethical standard in HRM in which having the

quality of being honest and having strong moral principles

New Normal – This term pertains to the digitalization of the recruitment and
selection process because of the pandemic.

Recruitment – This terminology pertains to the process of finding, screening,

interviewing, evaluating, and eventually, onboarding qualified job candidates.
 CHAPTER 2
PRESENTATION, ANALYSIS, AND
INTERPRETATION OF DATA
This chapter presents, analyzes, and interprets the data gathered by the researcher
to determine the impact of the Human Resource recruitment process on the ethical
standards in selecting new employees under the new normal perspective.
Profile of the Respondents

This section shows the result of the profile of the respondents. It includes
information about the form of business organization, type of business operation, length of
years in the business, and industry sector classification.

As reflected in table 2, in terms of the form of business organization, the result

shows that the highest percentage of 80% (24) of the respondents answered Corporation.
It means that the majority of HR practitioners are employed by corporations.

Table 2 also shows that the lowest percentage of 3.33% (1) of the respondents is
a sole-proprietorship. This means that few of the respondents are owned by single
individuals. Also, table 2 also shows another form with the lowest percentage of 33%
belonging to Cooperatives. This means that only a few of the companies belong to a
cooperative form of business.

Also, Table 2 shows the result of the profile of the respondents as to the type of
business operation. The results show that majority of the respondents belonged to service
business operations with the highest percentage of 73.33 %. It means that most of the
respondents are from a business organization that offers services such as BPOs and
Healthcare. This implies that the city is basically driven by services among major
industries.

Additionally, table 2 also shows that few of the respondents belonged to

merchandising with the lowest percentage of 10.00%. It means that few of the
respondents work for a company that offers merchandise. This implies that the city is not
centered on merchandising type of business.
 Table 2
Profile of the Business
Aspect Frequency Percentage
Form of Business Organization
Sole-Proprietorship 1 3.33
Partnership 4 13.33
Corporation 24 80.00
Cooperative 1 3.33
Total
Type of Business Operation
Services 22 73.33
Manufacturing 5 16.67
Merchandising 3 10.00
Total:
Length of Years in Business
1-5 years 10 33.33
6-10 years 6 20.00
11 or more years 14 46.67
Total 30 100
Industry Classification
Healthcare 4 13.33
Education 1 3.33
Financial/Professional Service 2 6.67
Food & Beverage 2 6.67
Automobile/Automotive 3 10.00
Data Centre/Call Center 5 16.67
IT & Telecom 4 13.33
Hotels/Leisure 1 3.33
Mechanical & Electrical 1 3.33
Textile/Clothing 2 6.67
Energy & Utilities 0 0.00
Social Service 2 6.67
Retail 1 3.33
Construction 2 6.67
Total 30 100

Table 2 also shows as to the result of the length of years of business operations. It
shows that the respondents work for businesses that operates for more than 11 years in
the business industry (46.675%). It means that the majority of the business they have
worked for has been existing for more than 11 years. This implies that they have been
acquiring talents for more than a decade now and have been through different phases of
the recruitment and selection process.

Table 2 also shows that as per the industry classification, the findings show that
majority of the respondents belonged to the data/call center industry. This means that the
call center or data center industries is where the majority of the respondents are working.
It implies that the Data/Call Center is the process of hiring a third party to handle routine
business operations, processes outsourcing firms, and offers high-paying jobs.

Nevertheless, table 2 also shows that none of the respondents belonged to the
energy and utility industry. This means that energy and utilities belonged to a
monopolistic industry and only one industry operates under energy and utilities. This
implies that none of the respondents in the energy and utility industry answered the
research survey.

Recruitment Process

This section presents the recruitment process for selecting new employees in the
aspect of the job posting, initial screening, interviewing, evaluation of applicants and
employment offer, and employee orientation.

As shown in Table 3, the results revealed that the highest percentage of 46.67%
belonged to the E-recruitment job posting. This means that HR practitioners in prefer to
hire online recruitment job postings. This implies that e-recruitment is easily accessible to
individuals, making it a more effective method of getting posts noticed, and now simpler
to find candidates, hold interviews, and handle the necessary paperwork to hire and train
candidates.

Nevertheless, table 3 also shows the lowest percentage of 3.33% which belonged
to Print Advertisements job postings. This means that HR Practitioners do not prefer to
use print advertisements. According to William Joseph (2017), there has been a decline in
the usage of print advertisements. This is because more and more people choose to read
news and explore special interest articles on their digital devices rather than read a print
publication.

Table 3
Recruitment Process used by the Respondents
Recruitment Process Frequency Percentage %
Job Posting
E-recruitment 14 46.67
Internal Recruitment 6 20.00
Print Advertisements 1 3.33
Media Advertisements 8 26.67
Educational Institutions 1 3.33
Total 30 100
Initial Screening
Resume Review 23 76.67
Phone Screening 6 20.00
Video Resumes 0 0.00
Social Media Screening 1 3.33
Cover Letters 0 0.00
Total 30 100
Interviewing
In-person Interview 23 76.67
Phone Interview 4 13.33
Video Interview 3 10.00
Total: 30 100
Evaluation of Applicant
Structured Interview 6 20.00
Pre-employment Tests 18 60.00
Reference Checks 5 16.67
Assessment Centers 1 3.33
Total: 30 100
Employment Offer
Written Contract 12 40.00
Verbal Contract 2 6.67
Both 16 53.33
Total: 30 100
Employee Orientation
Traditional Orientation 13 43.33
Blended 10 33.33
Virtual Orientation 7 23.33
 Online Forum/Portal 0 0.00
Gamified Orientation 0 0.00
Total: 30 100
Moreover, table 3 also showed another job posting with the lowest percentage of
3.33% which is Educational Institutions. This means that the majority of companies have
refused to conduct job fairs in educational institutions. Although COVID-19 has
declined, companies still need to comply with all the safety protocols and that doesn’t
sound convenient compared to recruiting candidates online.

Also, Table 3 also showed the results per the Initial Screening, the majority of
respondents which garnered the highest percentage of 76.67%, chose resume review. The
implication is that HR professionals favor resume reviews when it comes to initial
screening. Resumes determine the eligibility and qualifications for a job. It is easier to
gain a better understanding of a candidate's abilities, strengths and experiences through
resume reviews.

In addition, Table 3 also showed the result with the lowest percentage of 0.00%
which is video resume screening. This implies that none of the respondents chose a video
resume in the screening process. According to Laurence Hebbered (2022), video resumes
are informal and inconvenient. While it may look impressive, it may come off as an
informal execution. It is also inconvenient compared to just scanning resumes rather than
viewing again the video.

Furthermore, Table 3 also showed another result with the lowest percentage of
0.00% which is cover letters. This implies that none of the respondents uses cover letters
in screening applicants. According to Isabel Thotam (2022), Recruiters don’t read cover
letters, and hiring managers don’t have time to read cover letters as they only even scan
resumes.

On the other hand, Table 3 also revealed the highest percentage of 76.67% for in-
person interviews for interviewing process. This implies that most of the respondents
prefer to conduct face-to-face interviews. Despite the existence of virtual interviews
during the pandemic, HR practitioners have gone back to in-person interviews. It
basically offers a higher level of engagement and it is easier to interpret body language
and determine someone's interpersonal skills. While many would actually agree that a
video connection is more personal than a phone call, actually meeting a candidate in
person provides the best chance for sincere engagement.
Meanwhile, the table also showed the result with the lowest percentage of 10.00%
which belonged to the video interviews. This implies that respondents no longer use
video as a mode of interviewing applicants
Table 3 also shows the result with the highest percentage of 60.00% which is the
pre-employment test for candidate evaluation. It implies that the majority of the
respondents prefer using pre-employment tests when evaluating applicants. It entails the
use of tests and questionnaires to evaluate candidates in terms of a wide range of
characteristics, including motivation, personality, and cognitive ability. It can predict job
performance and company fit, as well as give standardized, practical insights into
candidates.
Also, table 3 shows the result with the lowest percentage of 3.33% which is
assessment centers as a mode of evaluating candidates. It implies that only a few of the
respondents use assessment centers. According to Gaurav Akrani (2011), assessment
centers are very time-consuming and costly. It also requires candidates to be evaluated by
experienced psychologists and managers.
Table 3 also shows the result with the highest percentage of 53.33% in
employment offers which belonged to both contracts; a combination of a written and
verbal contract. It implies that most HR Practitioners ensure that agreements are
presented orally and in writing. It provides more certainty about the job offer as well as a
detailed verbal explanation of the contract.
Additionally, the table also showed the lowest percentage of 53.33% which
belonged to verbal contracts. This implies that few of the respondents use verbal contract
when offering the job as it leads to uncertainty about each party’s rights and obligations.
Also, Table 3 shows the result with the highest percentage of 43.33% which is
traditional employee orientation. It implies that most HR practitioners have gone back to
traditional orientation after the pandemic. It is easier to make new employees feel at ease,
educate them on company policies, and acquaint them with their new position and
coworkers are all goals.
 On the other hand, the table also showed the lowest percentage of 0.00% which
belonged to online forums/portals. It implies that none of the respondents are using online
portals during the orientation process as it has less engagement.
Summarized Data on the Recruitment Process used by the Respondents

This section presents the summarized data on the recruitment process for selecting
new employees.

Table 4 shows that on the recruitment process used by the respondents, the results
revealed that E-recruitment (46.67%), resume review (76.67 %), in-person interview
(76.67%), pre-employment tests (60%), both written and verbal contracts (53.33%), and
traditional employee orientation (43.33%) is used in the recruitment process.

Table 4
Summarized Data on the Recruitment Process used by the Respondents

Recruitment Process Method Frequency Percentage %

Job Posting E-Recruitment 14 46.67
Initial Screening Resume Review 23 76.67
Interviewing In-Person Interview 23 76.67
Evaluation of Applicants Pre-Employment Tests 18 60.00
Employment Offer Both Oral & Written 16 53.33
Employee Orientation Traditional 13 43.33
Impact of the Recruitment Process on the Ethical Standards in Selecting New
Employee

This section shows the result of the impact of the recruitment process on the
ethical standards in selecting new employees. It includes information about integrity,
fairness, discrimination, data privacy, and health and safety.

Table 5 shows that the highest mean of 3.33 indicates that integrity is moderately
affected if HR Practitioners know how to declare and manage any actual, potential, or
perceived conflict of interest. This means that majority of the respondents think that it is
important to disclose both potentially perceived and actual conflicts of interest to allow
others to evaluate the matter and make the decision. This implies that this statement
under integrity is very crucial during the recruitment process.

Table 5

Impact of the Recruitment Process on the Ethical Standards

in Selecting New Employees
INTEGRITY 3.24 Moderately
Affected
Weighted Category
Mean
Does it affect if HR Professionals received ethical training Moderately
before participating in the recruitment and selection process? 3.27 Affected
Does it affect if HR advertises fake jobs to get candidate CVs
and then proposes an alternative or less attractive role? 3.17 Moderately
Affected
Does it affect if HR knows how to declare and manage any
actual, potential, or perceived conflicts of interest? 3.33 Moderately
Affected
Does it affect if HR Professionals lie about the package offer
on the job advertisement? (e.g. salary, relocation allowance, 3.27 Moderately
start date, etc.) Affected
Does it affect if HR Professionals do not give feedback to
candidates who are no longer of interest, or in many cases 3.17 Moderately
simply not ever get back to them? Affected

Nevertheless, table 5 shows that the lowest means of 3.17 indicates integrity is
moderately affected if HR professionals do not give feedback to candidates who are no
longer of interest, or in many cases simply do not ever get back to them. This means that
only a few of the respondents agree that not providing feedback after the interview will
not affect the ethical standards. It implies that this statement under integrity is not entirely
necessary during the process.

In general, integrity which is an aspect of ethical standards in employee selection

has an aggregate mean of 3.24 and is interpreted as moderately affected.

Table 6
Impact of the Recruitment Process on the Ethical Standards
in Selecting New Employees

FAIRNESS Moderately
3.21 Affected
Weighted Category
Mean
The HR acknowledges every specific job application Moderately
3.5 Affected
HR does not use the same criteria in evaluating employees. Moderately
3.07 Affected
HR is hiring candidates based on their merit. Moderately
3.2 Affected
The HR uses unstructured interviews where every candidate
goes through a different interview and evaluation process. 3.17 Moderately
Affected
The HR is using fair, relevant, and justifiable criteria in the Moderately
specifications of the job. 3.1 Affected

Table 5.1 shows that the highest mean of 3.5 indicates fairness is moderately
affected if HR is hiring based on their merit. This means that majority of the respondents
think that it is important to hire candidates based on their skills and ability. This implies
that when merit is truly assessed in the process of hiring personnel, an honest, fair, and
effective workplace is created.

On the other hand, table 5.1 also shows that the lowest means of 3.07 indicates
moderately affected if HR does not use the same criteria in evaluating employees. This
means few respondents believe it does not really affect if HR does not use the same
criteria in employee selection. It implies that this statement under fairness moderately
affects the selection of employees.

In general, fairness which is an aspect of ethical standards in employee selection

has an aggregate mean of 3.21 and is interpreted as moderately affected.
 Table 5.2
Impact of the Recruitment Process on the Ethical Standards
in Selecting New Employees

DISCRIMINATION Moderately
3.14 Affected
Weighted Category
Mean
Does it affect the recruitment process if HR does not treat
employees fairly and is biased in choosing employees? 3.4 Moderately
Affected
Does it affect employment if the applicant requires reasonable
adjustments? (e.g. working mothers, persons with a disability, 2.97 Moderately
a remote worker etc.) Affected
Does it affect if HR overlooks someone for a job because of
his/her sexual preference, age, race, or disability? 3.07 Moderately
Affected
Does it affect if interviewing staff have been trained and
taught about the employer’s policy on equality and diversity? 3.17 Moderately
Affected
Does it affect if an HR unfairly discounts an applicant because
of personal bias against them? 3.1 Moderately
Affected

Table 5.2 shows that the highest mean of 3.4 indicates discrimination is
moderately affected by the recruitment process if HR does not treat employees fairly and
is biased in choosing employees. This means that majority of the respondents believe that
it is essential to not discriminate against any candidates during recruitment processes.
This implies that when hiring, discrimination must be avoided to get the best chance of
having the best candidate for the job.
Additionally, table 5.2 also shows that the lowest means of 3.07 indicates
moderately affected if HR overlooks someone for a job because of his/her sexual
preference, age, race, or disability. This means few respondents believe it affects the
selection of employees if HR overlooks someone for a job due to his/her diverse
characteristic. It implies that the recruitment and selection process should be transparent,
open, and free of barriers that might discourage applicants.

In general, discrimination, which is an aspect of ethical standards in employee

selection has an aggregate mean of 3.14 and is interpreted as moderately affected.
 Table 5.3
Impact of the Recruitment Process on the Ethical Standards
DATA PRIVACY Moderately
3.43 Affected
Weighted Category
Mean
Does it affect if all the information obtained during the Moderately
recruitment process is not kept confidential? 3.4 Affected
Does it affect if the information is gathered and Moderately
disseminated in an ethical and responsible manner? 3.37 Affected
Does it affect if HR Practitioners lacks knowledge about Strongly
their practical and legal obligations including privacy? 3.7 Affected
Does it affect if HR does not verify the information’s
validity and source before permitting it to be used in 3.37 Moderately
employment-related decisions? Affected
Does it affect if HR uses relevant information in
decisions affecting candidate employment? 3.33 Moderately
Affected
in Selecting New Employees

Table 5.3 shows that the highest mean of 3.7 indicates data privacy is moderately
affected when HR lacks knowledge about their practical and legal obligations including
privacy. This means that majority of the respondents believe that it affects the ethical
standards if HR Practitioners do not have any idea on how to handle and safeguard data.
This implies that when hiring, they are expected to ensure that all personal information is
kept and used responsibly.
In addition, table 5.3 also shows that the lowest means of 3.07 indicates
moderately affected if HR overlooks someone for a job because of his/her sexual
preference, age, race, or disability. This means few respondents believe that it affects if
HR overlooks someone for a job due to his/her diverse characteristic. It implies that the
application procedure should be transparent, open, and free of barriers that might
discourage applicants.

In general, data privacy, which is an aspect of ethical standards in employee

selection has an aggregate mean of 3.43 and is interpreted as moderately affected.
 Table 5.4
Impact of the Recruitment Process on the Ethical Standards
in Selecting New Employees

HEALTH AND SAFETY Moderately

3.4 Affected
Weighted Category
Mean
Due to covid-19, does it affect the employment of the Moderately
employee if they are unvaccinated? 3.2 Affected
Does it affect the job offer when the employer needs the Strongly
applicant to start the job immediately, but the individual 3.57 Affected
has COVID-19 or symptoms of it?
Does it affect if HR do not inform the applicants if an Strongly
engagement may have risked their health and safety? 3.63 Affected
Does it affect if job applicants require COVID-19 testing,
including taking an applicant’s temperature and screening 3.23 Moderately
for symptoms of COVID-19 after making a conditional Affected
offer of employment?
Does it affect if HR delays the start date of an applicant
who has COVID-19 or symptoms associated with it? 3.37 Moderately
Affected

Table 5.4 shows that the highest mean of 3.7 indicates health and safety are
moderately affected if HR does not inform the applicants if an engagement may have
risked their health and safety. This means few respondents believe that it moderately
affects the ethical standards if HR fails to inform the applicants if there have been issues
regarding their interaction that might have risked their health and safety. This implies that
during the recruitment process, HR Practitioners are expected to uphold high moral and
professional standards to ensure that all applicants will have a safe and sound experience.
In addition, table 5.2 also shows that the lowest means of 3.2 indicates moderately
affected employment if they are unvaccinated. This means that few of the respondents
agree that COVID-19 vaccination does not affect the employment of an applicant. It
implies that under the new normal, companies no longer require vaccination for
applicants.
 In general, health and safety, which is an aspect of ethical standards in employee
selection has an aggregate mean of 3.4 and is interpreted as moderately affected.

Summarized Data on the Impact of The Recruitment Process on the Ethical

Standards in Selecting New Employees

This section presents the summarized data on the impact of the recruitment
process on the ethical standards in selecting new employees.
Table 6 shows the impact of the recruitment process on the ethical standards in
selecting new employees, the results revealed that Integrity (3.24), Fairness (3.21),
Discrimination (3.14), Data Privacy (3.43), and Health and Safety (3.4) are all interpreted
as moderately affected. Data and Privacy ranked as highest while Discrimination ranked
the lowest.
Table 6
Summarize Data on the Impact of The Recruitment Process on the Ethical
Standards in Selecting New Employees under a New Normal Perspective

Variables Mean Interpretation Rank

Integrity 3.24 Moderately Affected 3
Fairness 3.21 Moderately Affected 4
Discrimination 3.14 Moderately Affected 5
Data and Privacy 3.43 Moderately Affected 1
Health and Safety 3.4 Moderately Affected 2
 CHAPTER 3
SUMMARY, FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS
SUMMARY
This study aims to determine the impact of the Human Resource recruitment process
on the ethical standards in selecting new employees under the new normal perspective in
Lapu-Lapu City.

Specifically, this study seeks to answer the following questions:

1. What is the profile of the respondents in terms of the following aspect;

1.1 form of business organization
1.2 type of business operation
1.3 length of years in business
1.4 industry sector classification
2. What is the recruitment process for selecting new employees in terms of:

a. job posting
b. initial screening
c. interviewing
d. evaluation of applicants & employment offer
e. employee orientation
3. What is the impact of the recruitment process on the ethical standard in selecting new
employees under the new normal perspective in the following dimensions;

a. integrity
b. fairness
c. discrimination
d. data privacy
e. health and safety
4. Based on the result of the study, what action plan may be proposed?
 FINDINGS

The followings are the findings of the study:

1. On the profile of the respondents the result reveals that most corporation company
employs the majority of HR practitioners. It also demonstrated that the vast majority
of these businesses engage in providing services. Additionally, the majority of these
businesses have been in operation for over 11 years. It demonstrates that large
businesses tend to be more prevalent the longer a company has been in operation.
Furthermore, the respondents' industries were dominated by Data or Call Centers.
2. On the recruitment process in selecting new employees the results revealed that
majority of respondents preferred using e-recruitment to post job openings. It has been
established that the most popular method of applicant screening is resume review.
Furthermore, HR professionals now favor conducting in-person interviews to evaluate
candidates. Additionally, HR professionals use pre-employment tests to assess
applicants. It is advised to use both written and verbal agreements in the employment
contract. When it comes to employee orientation, HR professionals have switched
back to the conventional method of orientation.
3. On the impact of the recruitment process on the ethical standard in selecting new
employees the finding revealed that there were five (5) aspects and each had
corresponding five (5) statements about the impact of the recruitment process on the
ethical standard in selecting new employees. It was shown that all five (5) aspects
were interpreted as moderately affected.
 CONCLUSION
The findings of the study revealed that all the aspects of ethical standards in
selecting new employees are moderately affected. This means that the HR Practitioners
believe that changes in the recruitment process have affected the selection process in the
companies in Lapu-Lapu City. This implies that if employee concerns are taken into
consideration while designing, developing, and implementing the recruitment and
selection process, it can narrow the gap between the interests of firms and those of the
employees. In this regard, management education must be provided for those HR
Professionals that portray management as a social, political, and economic practice. HRM
can benefit by educating its workforce on the necessary knowledge and skills and
incorporating moral and ethical standards. Additionally, they will need to have the
knowledge and background to support the development of the positive collaboration and
relationships needed between employees and other stakeholders.
 RECOMMENDATION

On the basis of the aforementioned conclusions, the following is recommended:

1. Manage and maintain high levels of integrity and accountability in the recruitment
process.
2. Keep records of the process and decisions.
3. Manage bias in selection decisions.
4. Learn how to handle conflicts.
5. Ensure decisions are impartial and objective.
 STRATEGIC ACTION PLAN
The following Action Plan outlines how HR will work to improve a number of
internal HRM practices to address the impact of the recruitment process on the ethical
standards in selecting new employees.
Objectives:

 To be able to improve recruitment process practice in the organization

 To boost the morale of the HR Practitioners in terms of the areas that need
improvement.

Areas of Plan of Activities Time Responsible Indicators

Improvement

Integrity  Provide a seminar Executive No. of Courses

regarding Establishing Committee & people
Integrity and trained, and
participants’
Accountability in the
feedback
Workplace.

Fairness Develop a fair HR Documentation

Recruitment Policy and
Facilitate awareness and Dissemination
training/guidelines

Discrimination-  Revise workplace policies Documentation

free Hiring that prevent discrimination and
and define actions for Dissemination
implementation.

Data Privacy  Conduct training No. of Courses

regarding General Data & people
Protection Regulation trained, and
participants’
(GDPR).
feedback

Health and  Provide Health and No. of Courses

Safety Safety training. & people
trained, and
participants’
feedback
 REFERENCES
Das, S. (2022). The Role of Human Resource Management in Data Protection. Retrieved
from The Times of India: https://timesofindia.indiatimes.com/blogs/voices/the-
role-of-human-resource-management-in-data-protection/

Florin, P. Y. (2022). Workplace Discrimination As A Result Of Coronavirus (COVID-19).

Retrieved from Florin and Roebig Trial Attorneys:
https://florinroebig.com/workplace-discrimination-covid-19/

Horton, M. (2022). The Importance of Business Ethics. Retrieved from Investopedia:

https://www.investopedia.com/ask/answers/040815/why-are-business-ethics-
important.asp

Indeed Editorial Team. (2021). Integrity in the Workplace: Definition, Examples and
Tips. Retrieved from Indeed.Com: https://uk.indeed.com/career-advice/career-
development/integrity

Lilian, A. (2021). Data Privacy in Human Resource. Retrieved from LinkedIn:

https://www.linkedin.com/pulse/data-privacy-human-resource-ambani-lillian/

MacDonald, C., & Marcoux, A. (2022). Corporate Citizenship. Retrieved from Concise
Encyslopedia of Business Ethics: http.//www.conciseencyclopedia.org

Pempeña, T. (2013). CREATING DATA PROTECTION POLICIES FOR YOUR HR

DEPARTMENT. Retrieved from Inside Salarium:
https://blog.salarium.com/creating-data-protection-policies-for-your-hr-
department/

Waters, S. (2022). What integrity at work looks like and 5 ways to foster it. Retrieved
from Better Up: https://www.betterup.com/blog/integrity-in-the-workplace
 APPENDIX A
Transmittal Letter

November 11, 2022

Lapu-Lapu City, Cebu 6015

To all HR Practitioners concern,

In partial fulfilment of our requirements for the subject Business Research, the students
from the College of Business and Accountancy of UCLM would like to humbly ask your
permission to conduct their research study entitled "Impact of Recruitment Process to the
Ethical Standards in Selecting New Employees: A New Normal Perspective" about your
company. The study aims to investigate the underlying influences and to expand our
knowledge into this phenomenon.

In line with the aforementioned study, we would like to ask from your good office to
allow us to conduct the survey questionnaire. The information in this study will be used
only for research purposes and will not reveal your or your company's identity. Rest
assured that the data that will be collected from this research instrument will be kept with
utmost confidentiality. We do hope you will be with us to help and finish this
requirement in completion of our curriculum. Thank you very much.

Sincerely,

Sheena Igot Maryje Josephine T. Muñez Lara Jean T. Arrofo

Lead Researcher Researcher Researcher

Ma. Jean R. Manatad Jessamie C. Licayan

Researcher Researcher
Noted By:

Dr. Winnie Marie T. Poliquit Dr. Marlon F. Montecillo Dr. Lucilito A. Atillo
Research Coordinator Research Professor / Chairperson OIC / Dean, College of
BA Program Business & Accountancy
 Dr. Roel A. Monsanto
Campus Research Director
APPENDIX B
Survey Questionnaire
Dear Respondents;

We are 4th Year students of the University of Cebu Lapu-Lapu and Mandaue,
taking up Business Administration major in Human Resource Development and
Management. We are currently conducting a study entitled: “Impact of Recruitment
Process to the Ethical Standards in Selecting New Employees: A New Normal
Perspective”. In line with this, we request you to spare a few minutes to answer this
questionnaire honestly. Rest assured that all the answers will be treated with the utmost
confidentiality.

Thank you very much.

Sincerely,
Sheena Igot
Maryje Josephine T. Muñez
Lara Jean T. Arrofo
Ma. Jean R. Manatad
Jessamie C. Licayan
The Researchers

SURVEY QUESTIONNAIRE

The Data Privacy Act of 2012 (Republic Act 10173) protects all of the
information provided herein and ensures that it is handled in the most confidential
manner possible. By filling out this form, you allow us to collect, use, and store the
information you provide.

I. Profile of the respondents

Instruction: Please mark (/) the appropriate response based on your company’s facts on
the following statements.

Form of Business Organization:

☐ Sole-Proprietorship ☐ Corporation
☐ Partnership ☐ Cooperative

Type of Business Operation:

☐ Services ☐ Manufacturing
☐ Merchandising
Length of Years in Business: ___ Years ___ Months
Industry Sector:
☐ Healthcare ☐ IT and Telecom
☐ Education ☐ Hotels/Leisure
☐ Financial/Professional Service ☐ Mechanical & Electrical
☐ Food & Beverage ☐ Textile / Clothing
☐ Automobile ☐ Energy and Utilities
☐ Data Centre / Call center
Others specify: ______

II. Recruitment process of the Company

Instruction: The statements that follow describe the recruitment process; please select
which methods the company uses based on each stage of the recruitment process.

Job Posting:
☐ E-recruitment ☐ Media Advertisements
☐ Internal Recruitment ☐ Educational Institutions
☐ Print Advertisements
Initial Screening:
☐ Resume Review ☐ Social Media Screening
☐ Phone Screening ☐ Cover Letters
☐ Video Resumes
Interviewing:
☐ In-person Interview
☐ Phone Interview
Evaluation of Applicant:
☐ Structured Interview
☐ Pre-Employment Tests
☐ Reference Checks
☐ Assessment Centers
☐ Video Interview
Employment Offer:
☐ Verbal Contract
☐ Written Contract
☐ Both

Employee Orientation:
☐ Traditional Orientation
☐ Blended (Traditional & Online)
☐ Virtual Orientation
☐ Online Forum/Portal
☐ Gamified Orientation (Interactive Games)

III.Impact of Recruitment Process in the Ethical Standard of Selecting New

Employee
Instruction: Please mark (✓) the following statements which uses a 4-point Likert scale to
indicate how the recruitment process impacted ethical standards in employee selection
under different dimensions.

4- Strongly Affected (SA)

3- Moderately Affected (MA)
2- Rarely Affected (RA)
1- Not Affected (NA)

INTEGRITY 4 3 2 1
(SA (MA) (RA (NA)
) )
Does it affect if HR Professionals received ethical
training before participating in the recruitment and
selection process?
Does it affect if HR advertise fake jobs to get candidate
CVs and then propose an alternative or less attractive
role?
Does it affect if HR knows how to declare and manage
any actual, potential or perceived conflicts of interest?
Does it affect if HR Professionals lie about the package
offer on the job advertisement? (e.g. salary, relocation
allowance, start date, etc.)
Does it affect if HR Professionals do not give feedback
to candidates who are no longer of interest, or in many
cases simply not ever get back to them?

FAIRNESS 4 3 2 1
(SA (MA) (RA (NA)
) )
The HR acknowledges every specific job application
The HR does not use the same criteria in evaluating
employees.
The HR is hiring candidate based on their merit.
The HR uses unstructured interview where every
candidate goes through a different interview and
evaluation process.
The HR is using fair, relevant and justifiable criteria in
specifications of the job.

DISCRIMINATION 4 3 2 1
(SA (MA) (RA (NA)
) )
Does it affect the recruitment process if HR does not
treat employees fairly and is bias on choosing
employees?
Does it affect the employment if the applicant requires
reasonable adjustments? (e.g. working mothers, person
with disability, remote workers etc.)
Does it affect if HR overlooks someone for a job because
of his/her sexual preference, age, race or disability?
Does it affect if interviewing staff have been trained and
taught about the employer’s policy on equality and
diversity?
Does it affect if an HR unfairly discounts an applicant
because of personal bias against them?
DATA PRIVACY 4 3 2 1
(SA (MA) (RA (NA)
) )
Does it affect if all the information obtained during the
recruitment process is not kept confidentially?
Does it affect if information is gathered and disseminated
in an ethical and responsible manner?
Does it affect if HR lacks knowledge about their
practical and legal obligations including privacy?
Does it affect if HR does not verify the information’s
validity and source before permitting it to be used in
employment related decisions?
Does it affect if HR uses relevant information in
decisions affecting candidate employment?

HEALTH AND SAFETY 4 3 2 1

(SI) (MI (RI) (NI)
)
Due to covid-19, does it affect the employment of the
employee if they are unvaccinated?
Does it affect the job offer when the employer needs the
applicant to start the job immediately, but the individual has
COVID-19 or symptoms of it?
Does it affect if HR do not inform the applicants if an
engagement may have risked their health and safety?
Does it affect if job applicants require COVID-19 testing,
including taking an applicant’s temperature and screening for
symptoms of COVID-19 after making a conditional offer of
employment?
Does it affect if HR delays the start date of an applicant who
has COVID-19 or symptoms associated with it?
 APPENDIX C

Pilot Testing Result-Cronbach’s Alpha

Cronbach's Alpha 0.835106662

The survey was sent to 10 respondents and consisted of 25 items.

The Cronbach’s Alpha result was 0.84 which means good

Dr. Marife C.Carreon

Statistician
 University of Cebu - Lapu-Lapu and Mandaue Campus
University Research Office (URO)
A.C. Cortes Avenue, Looc, Mandaue City, Cebu 6014 Philippines
Telephone Number: 345-6666 local 6256
E-mail Address: uclmresearchoffice@gmail.com
Official FB Page: @uclmresearchoffice

STANDARD FORM 10
ADVISER’S ACCEPTANCE

November 22, 2022

DR. WINNIE MARIE T. POLIQUIT

GEN-ED Instructor r
University of Cebu Lapu- Lapu and Mandaue

Dear Dr. Poliquit,

Greetings!

In partial fulfillment of the requirements for the subject BA 410 – Business Research,
(subject code and descriptive title)
the students who are officially enrolled this 1st Semester of School Year 2022-2023 are required to
accomplish a thesis on topics related to the pressing and relevant issues in the field of Bachelor of Science in
Business Administration major in Human Resource Development and Management.
(the degree program)

In view of the foregoing, this is to humbly request your service and expertise to serve as the adviser of the following
students listed hereunder. Details are as follows:

Approved Thesis Title:
Members of the Group:
Impact of the Recruitment Process on the Ethical Standards in Selecting
New Employees: A New Normal Perspective
1. Lara Jean Arrofo
2. Sheena Igot
3. Jessamie Licayan
4. Ma. Jean Manatad
5. Maryje Josephine Muñez

The Academic Council of the College of Business and Accountancy of this University firmly believes in your
knowledge and skills in research and that these will be instrumental to the success of the research endeavors of our
students. For the confirmation of your feedback, please fill-out the form at the back portion of this letter.

Thank you for the time that you have accorded to this correspondence and your affirmation to this humble request is
greatly appreciated.

Yours in serving the academic community,

DR. MARLON F. MONTECILLO

Research Instructor

Endorsed by: Recommending Approval:

DR. WINNIE MARIE T. POLIQUIT DR. LUCILITO A. ATILLO

Program Research Coordinator Dean, College of Business and Accountancy
 University of Cebu - Lapu-Lapu and Mandaue Campus
University Research Office (URO)
A.C. Cortes Avenue, Looc, Mandaue City, Cebu 6014 Philippines
Telephone Number: 345-6666 local 6256
E-mail Address: uclmresearchoffice@gmail.com
Official FB Page: @uclmresearchoffice

RESEARCH ADVISER CONFIRMATION SLIP

Approved Thesis Title: Members of the Group:

Impact of the Recruitment Process on the Ethical 1. Lara Jean T. Arrofo

Standards in Selecting New Employees: A New Norma 2. Sheena Igot
Perspective 3. Jessamie C. Licayan
4. Ma. Jean R. Manatad
5. Maryje Josephine Muñez
Confirmation: Reasons/Remarks:
Please check the box that corresponds to your answer.

Accept Don’t Accept

Conforme: Signatures
1 Lara Jean T. Arrofo

DR. WINNIE MARIE T. POLIQUIT 2 Sheena Igot

Signature over printed name of the Adviser
(please indicate the date) 3 Jessamie C. Licayan
4 Ma. Jean R. Manatad
5 Maryje Josephine T.
Muñez

Noted by: Endorsed by:

D DR. MARLON F. MONTECILLO O DR. WINNIE MARIE T. POLIQUIT T

Research Instructor Program Research Coordinator

Recommending Approval:

DR. LUCILITO A. ATILLO O

Dean, College of Business and Accountancy
 University of Cebu - Lapu-Lapu and Mandaue Campus
University Research Office (URO)
A.C. Cortes Avenue, Looc, Mandaue City, Cebu 6014 Philippines
Telephone Number: 345-6666 local 6256
E-mail Address: uclmresearchoffice@gmail.com
Official FB Page: @uclmresearchoffice

STANDARD FORM 11
STATISTICIAN/CONTENT EXPERT’S ACCEPTANCE

November 23,2022

DR. MARIFE C. CARREON

Gen-Ed Instructor
University of Cebu Lapu-Lapu and Mandaue

Dear Dr. Carreon,

Greetings!

In partial fulfillment of the requirements for the subject 12229 BA 410 – Business Research,
(subject code and descriptive title)

the students who are officially enrolled this 1 Semester of School Year 2022-2023 are required to accomplish a
st

thesis on topics related to the pressing and relevant issues in the field of Bachelor of Science in Business
Administration major in Human Resource Development and Management.
(the degree program)

In view of the foregoing, this is to humbly request your service and expertise to serve as the
statistician/content expert of the following students listed hereunder. Details are as follows:

Approved Thesis Title:
Members of the Group:
Impact of the Recruitment Process on the Ethical Standards in Selecting
New Employees: A New Normal Perspective
1. Lara Jean T. Arrofo
2. Sheena Igot
3. Jessamie C. Licayan
4. Ma. Jean R. Manatad
5. Maryje Josephine T. Muñez

The Academic Council of the College of Business and Accountancy of this University firmly believes in your
knowledge and skills in research and that these will be instrumental to the success of the research endeavors of our
students. For the confirmation of your feedback, please fill-out the form at the back portion of this letter.

Thank you for the time that you have accorded to this correspondence and your affirmation to this humble request is
greatly appreciated.

Yours in serving the academic community,

DR. MARLON F. MONTECILLO

Research Instructor

Endorsed by: Recommending Approval:

DR. WINNIE MARIE T. POLIQUIT DR. LUCILITO A. ATILLO

 University of Cebu - Lapu-Lapu and Mandaue Campus
University Research Office (URO)
A.C. Cortes Avenue, Looc, Mandaue City, Cebu 6014 Philippines
Telephone Number: 345-6666 local 6256
E-mail Address: uclmresearchoffice@gmail.com
Official FB Page: @uclmresearchoffice

Program Research Coordinator Dean, College of Business and Accountancy

 University of Cebu - Lapu-Lapu and Mandaue Campus
University Research Office (URO)
A.C. Cortes Avenue, Looc, Mandaue City, Cebu 6014 Philippines
Telephone Number: 345-6666 local 6256
E-mail Address: uclmresearchoffice@gmail.com
Official FB Page: @uclmresearchoffice

STATISTICIAN/CONTENT EXPERT’S CONFIRMATION SLIP

Approved Thesis Title: Members of the Group:

6. Lara Jean T. Arrofo

Impact of the Recruitment Process on the Ethical 7. Sheena Igot
Standards in Selecting New Employees: A New Norma 8. Jessamie C. Licayan
Perspective 9. Ma. Jean R. Manatad
10. Maryje Josephine T. Muñez

Confirmation: Reasons/Remarks:
Please check the box that corresponds to your
answer.

Accept Don’t Accept

Conforme: Signatures
1. Lara Jean T. Arrofo
2. Sheena Igot
3. Jessamie C. Licayan
DR. MARIFE C. CARREON 4. Ma.Jean R.
Signature over printed name of the Adviser Manatad
(please indicate the date) 11. Maryje Josephine
T. Muñez

Noted by: Endorsed by:

DR. MARLON F. MONTECILLO DR. WINNIE MARIE T. POLIQUIT

Research Instructor Program Research Coordinator

Recommending Approval:

DR. LUCILITO A. ATILLO

Dean, College of Business and Accountancy
 University of Cebu - Lapu-Lapu and Mandaue Campus
University Research Office (URO)
A.C. Cortes Avenue, Looc, Mandaue City, Cebu 6014 Philippines
Telephone Number: 345-6666 local 6256
E-mail Address: uclmresearchoffice@gmail.com
Official FB Page: @uclmresearchoffice

STANDARD FORM - 1S
TITLE APPROVAL FOR STUDENT RESEARCHES

______________________
Date

To the Academic Council

College of _____________________

Dear Academic Council:

This is to submit to your office five (5) thesis titles prioritized from 1 to 5 on the basis of our preference. Kindly
check the appropriate box for the title you favor the most. You may cite the reason(s) for your preference on the box
provided for the purpose.

Research Dean Proposed Research Title

(Please check your
Coordinator preferred title. You
(Please check your may check more than
preferred title. You may 1)
check more than 1)

1.

2.

3.

4.

5.

Reason(s) for the preference:

_____________________________________________________________________________________________
____________________________________________________.

For and on behalf of the group, Endorsed By:

_________________________ _________________________
Lead Researcher Research Instructor

Recommending Approval: Approved By:

 University of Cebu - Lapu-Lapu and Mandaue Campus
University Research Office (URO)
A.C. Cortes Avenue, Looc, Mandaue City, Cebu 6014 Philippines
Telephone Number: 345-6666 local 6256
E-mail Address: uclmresearchoffice@gmail.com
Official FB Page: @uclmresearchoffice

_________________________ __________________________________
College Research Coordinator Dean, College of ____________________
 University of Cebu - Lapu-Lapu and Mandaue Campus
University Research Office (URO)
A.C. Cortes Avenue, Looc, Mandaue City, Cebu 6014 Philippines
Telephone Number: 345-6666 local 6256
E-mail Address: uclmresearchoffice@gmail.com
Official FB Page: @uclmresearchoffice

STANDARD FORM 2S
COMPLIANCE CHECKLIST

Thesis _____ Proposal Hearing Date: __________________

_____ Oral Defense Date: __________________

Project Implementation _____ Project Design Hearing Date: __________________

_____ Project Evaluation Date: __________________

Feasibility/Capstone _____ Proposal Hearing Date: __________________

_____ Oral Defense Date: __________________

Researchers/Proponents:

1. ____________________________________________ Contact #: _______________________

2. ____________________________________________ Contact #: _______________________
3. ____________________________________________ Contact #: _______________________
4. ____________________________________________ Contact #: _______________________
5. ____________________________________________ Contact #: _______________________

Adviser : ______________________________________________________________________
Approved Title : ______________________________________________________________________
______________________________________________________________________

Compliance
Suggestions/Recommendations/Corrections (Indicate Page Remarks
No.)
 University of Cebu - Lapu-Lapu and Mandaue Campus
University Research Office (URO)
A.C. Cortes Avenue, Looc, Mandaue City, Cebu 6014 Philippines
Telephone Number: 345-6666 local 6256
E-mail Address: uclmresearchoffice@gmail.com
Official FB Page: @uclmresearchoffice

Approved:

_______________________________
Adviser

Date: __________________________

______________________________ ______________________________________
Panelist Panelist

Date: _________________________ Date: __________________________________

______________________________ _______________________________________
Panelist Chairman

Date: _________________________ Date: _________________________________

 CURRICULUM VITAE

LARA JEAN T. ARROFO

Pulpogan Consolacion Cebu
09157250730
larataneo@gmail.com

PERSONAL INFORMATION
Birthday: February 24, 2001
Birth place: Pulpogan Consolacion Cebu
Age: 21
Nationality: Filipino
Civil status: Single

EDUCATIONAL BACKGROUND
COLLEGE University of Cebu Lapu-Lapu and Mandaue
Looc, Mandaue City
2019 - Present
SENIOR HIGH Benedicto College
A.S Fortuna Mandaue
2017- 2019
JUNIOR HIGH Pulpogan National High School
Pulpogan Consolacion Cebu
2016- 2017
ELEMENTARY Bagong Lipunan Elementary School
Pulpogan Consolacion Cebu
2012- 2013
 CURRICULUM VITAE

SHEENA IGOT
Abuno, Pajac, Lapu-Lapu City, Cebu
09473619747
sheenadescartin07@gmail.com

PERSONAL INFORMATION
Birthday: August 07, 2001
Birth place: Cebu City
Age: 21
Nationality: Filipino
Civil status: Single

EDUCATIONAL BACKGROUND
COLLEGE University of Cebu Lapu-Lapu and Mandaue
Looc, Mandaue City
2019 - Present
SENIOR HIGH ACLC College of Mandaue
A.S Fortuna Mandaue
2017- 2019
JUNIOR HIGH Abuno High School
Pulpogan Consolacion Cebu
2016- 2017
ELEMENTARY Abuno Elementary School
Pulpogan Consolacion Cebu
2012- 2013
CURRICULUM VITAE

JESSAMIE C. LICAYAN
Gun-ob, Lapu- Lapu, City
09565390850
Jessamielicayan18@gmail.com

PERSONAL INFORMATION
Birthday: January 18, 2001
Birthplace: Cagayan De Oro Misamis Oriental
Age: ` 21
Nationality: Filipino
Civil status: Married

EDUCATIONAL BACKGROUND
COLLEGE University of Cebu Lapu-Lapu and Mandaue
Looc, Mandaue City
2019- Present
SENIOR HIGH Proverbs Ville Academy
Proverbs Ville Academy, A. Tumulak St, Lapu-Lapu City, Cebu
2017- 2019
JUNIOR HIGH Gun- ob High School
A. Tumulak St, Lapu-Lapu City
2016- 2017
ELEMENTARY Gun- ob Elementary School
B. Benedicto St, Lapu-Lapu City, Cebu
2012- 2013
 CURRICULUM VITAE

MA. JEAN R. MANATAD

Rufo Hill, Buenavista,Bohol
09668249170
datanammajean@gmail.com

PERSONAL INFORMATION
Birthday: September 15, 2000
Birth place: Rufo Hill, Buenavista, Bohol
Age: 22
Nationality: Filipino
Civil status: Single

EDUCATIONAL BACKGROUND
COLLEGE University of Cebu Lapu- Lapu and Mandaue
Looc, Mandaue City
2019- Present
SENIOR HIGH Cangawa National High School
Cangawa,Buenavista, Bohol
2017-2019
JUNIOR HIGH Cangawa National High School
Cangawa,Buenavista, Bohol
2016- 2017
ELEMENTARY Rufo Hill Elementary School
Rufo Hill, Buenavista, Bohol
2012- 2013
 CURRICULUM VITAE

MARYJE JOSEPHINE T. MUÑEZ

Ibabao Cordova Cebu
09956709861
caballesmj44@gmail.com

PERSONAL INFORMATION
Birthday: October 19, 2000
Birth place: Lapu-Lapu Maternity Hospital
Age: 22
Nationality: Filipino
Civil status: Single

EDUCATIONAL BACKGROUND
COLLEGE University of Cebu Lapu- Lapu and Mandaue
Looc, Mandaue City
2019- Present
SENIOR HIGH Proverbs Ville Academy
A. Tumulak St, Lapu-Lapu City Cebu
2017-2019
JUNIOR HIGH Babag National High School
Purok Butterfly, Babag 1, Lapu-Lapu City, 6015 Cebu
2016-2017
ELEMENTARY Ibabao Elementary School
Ibabao Cordova Cebu City
2012-2013