MonCAS

ALCUCOA
Accredited

Monkayo College of Arts, Sciences and Technology

L.S. Sarmiento, Sr. St., Poblacion, Monkayo, Davao de Oro ,8805

RECRUITMENT AND SELECTION

Overview of Recruitment and Selection

Submitted to
CATLENE JEN G. GUISIHAN, MBA
Instructor

Submitted by
Michelle T. Sellado
Lou Syl S. Lopez
Corina B. Diabakid
Riza Mae L. Antonio
Jennilyn V. Dela Cuadra
Fernalyn Bernadino
BSBA - HRM 2H.

February 25, 2023

Lesson 3: Recruitment Strategy

Moral Awareness Optimism Nationalism Compassion Altruism Social Responsibility Team Work
 STAFFING MODELS

The following are the different staffing models:

Staffing Quantity: Levels

Its main concern is making sure that the head-count requirement is fulfilled. If the headcount
exceeds the requirement, then they let go of some employees. If the headcount lacks the
requirement, then they hire more people. If the headcount matches the requirement, then they
are fully staffed.

STAFFING QUALITY PERSON/ JOB MATCH

- Staffing is a very crucial part of HRM. It is the process of acquiring, deploying and
retaining a workplace of sufficient quantity and quality to create a positive impacts on
the organization’s effectiveness.
- The goal of the person/job match is to align characteristics of individuals and jobs in
ways that will result in desired HR outcomes. In the model the job has some
requirements and reward related to it. Staffing process helps in getting right people for
the right job at right time. The function of staffing helps the management to decide the
number of employees needed for the organization and with what qualification and
experience. Staffing process helps to improved organizational productivity. Job
matching is the science of defining superior performance in each position by using
objective criteria to match someone who has the right traits for the job. Quantity and
quality, staffing the organization requires attention to both the number (quantity) and the
type (quality) of people brought into, moved within, and retained by the organization.

STAFFING QUANTITY: PERSON/ ORGANIZATION MATCH

This model does not only look at job fit but also consider if the person will match up with the
organizational values, new job duties, multiple jobs, and future jobs.

For example: Kar Asia is looking for an employee that will stay in their company for a long
term. They can include in their desired KSAOs in their recruitment ad competencies that can be
developed or are found in higher level position.

Moral Awareness Optimism Nationalism Compassion Altruism Social Responsibility Team Work
 STAFFING SYSTEM COMPONENTS

- This model looks into the staffing instead of just the person on applicant.
- It takes into consideration the perspective and process encountered by both organization and
applicant

STAFFING ORGANIZATIONS MODEL

-They in turn shape staffing policies and programs. These are then meld into a set of staffing
support activities (recruitment, selection, and employment.)
- Retention and staffing system management activities cut across both support and core
activities.

Moral Awareness Optimism Nationalism Compassion Altruism Social Responsibility Team Work
 Factors of Recruitment
Aside from staffing models, HR managers should also consider the organizational and
environmental factors that can affect their recruitment strategy. According to Diamante and
Ledesma-Tan (2007), these are the factors:

Organizational Factors:
Reputation of the organization – the views and opinions of the public about your organization
can influence the person who will or will not apply in your company.

Recruitment budget – however ideal or strategic your recruitment strategy is, if the organization
cannot finance it, then it will not be implemented.

Recruitment capability – the capability of the recruiter or HR manager can affect the type of
approach the organization will use.

Environmental Factors:

Labor market conditions – this take into consideration the demographics of the population. The
diversity of the applicants (age, gender, nationality, religion etc.) should be taken into
consideration when creating the recruitment strategy

Technological innovation – this can present opportunities and challenges. Changes in

recruitment and selection process can influence both applicant and organization.

Changes in business and economic condition – this refers to trends in businesses, and the
demand-and-supply of labor.

Moral Awareness Optimism Nationalism Compassion Altruism Social Responsibility Team Work
 Yield Ratio=number of applicants who passed
total number of candidate
Yield Percentage = Yield Ration X 100

Example 1: If there were 60 applicants who came in for interview, and only 20 passed then
yield ratio would be:

Applicants who passed ÷Total applicants = 20/60 = 1:3 (ratio) = 0.333

(percentage)= 0.333 X 100% = 33.33%

Example 2: If there were 5 applicants that came in from TV ad, and 10 that came from
newspaper ad, then yield ratio would be:

TV ad = 5 ÷15 (from TV and Newspaper) = 1:3 (ratio) or 33.33% (percentage)

Newspaper ad = 10 ÷ 15 = 2:3 (ratio) or 66.67% (percentage)

With this information alone, you can say recruiting via newspaper is more effective.

Moral Awareness Optimism Nationalism Compassion Altruism Social Responsibility Team Work
Moral Awareness Optimism Nationalism Compassion Altruism Social Responsibility Team Work
 TECHNICAL AND
BUSINESS WRITING

Jennilyn v. dela cuadra

Bsba hrm 2h

Moral Awareness Optimism Nationalism Compassion Altruism Social Responsibility Team Work