Organization and

Management

Recruitment and Selection

Quarter 2, Module 1
Organization and Management
Senior High School
Locally-Developed Module
Quarter 2-Module 1: Recruitment and Selection
First Edition, 2020

All rights reserved. No part of this module may be reproduced or transmitted

to any form or by any means, electronic or mechanical, including
photocopying, recording, or by any information storage and retrieval system
without written permission from the publisher and authors.

Published by the Schools Division Office (SDO) Dagupan City

OIC, Schools Division Superintendent: Aguedo C. Fernandez
OIC, Asst Schools Division Superintendent: Ma. Criselda G. Ocang

Development Team of the Module

Writer: Jenny Vei P. De Guzman
Editor: Pina T. Cochangco
Reviewer: Pina T. Cochangco
Renata G. Rovillos
Layout Artist: Adrian Castro, Jr.
Cindy I C. Velasco
Management Team: Venus Maria SM. Estonilo
Maria Linda R. Ventenilla
Renata G. Rovillos
Cherry A. Cayabyab

Department of Education-SDO Dagupan City

Office Address: Burgos Street, Poblacion Oeste, Dagupan City
Telefax: (075) 515-6009
E-mail Address: dagupan.city@deped.gov.ph
 RECRUITMENT AND SELECTION
Staffing iis the process of hiring eligible candidates in the
company for specific positions. Human resources are very
important for the efficient and effective operation of the
company. According to McFarland, “Staffing is the function by
which managers build an organization through the recruitment,
selection, and development of individuals as capable
employee”.

In this module you will learn to:

 Discuss the nature of staffing (ABM_AOM11-IIa-b-20)
 Explain the steps in the recruitment and selection
process (ABM_AOM11-IIa-b-21)

In doing this module, the

following are some reminders:

1. Take the pretest before

answering the module.
2. Read the instructions carefully
before doing each task.
3. Answer all the exercises.
4. Take the posttest.
5. Use a separate sheet in
answering all the activities.

1
 A. IDENTIFICATION

Directions:
On the space provided. Write “recruit” if the phrase is for
recruitment and the word “select” if the phrase or sentence is for
selection.
1. _________ the process of picking up more competent and
suitable employees
2. _________ a negative approach
3. _________ More time is required.
4. _________ many hurdles have to be crossed.
5. _________ precedes selection
6. _________ a simple process
7. _________ a positive approach
8. _________ an activity
9. _________ follows recruitment
10. ________ an expensive method
11. ________ encourages large numbers
12. ________ an economical method
13. ________ a complicated process
14.________ Candidates do not have to cross over many
hurdles.
15. ________ attempts at rejecting unsuitable candidates.

2
B. MULTIPLE CHOICE. Circle the letter of the best answer.

1. The process of acquiring, deploying, and retaining a

workforce of sufficient quantity and quality to create positive
impacts on the organization.
A. Staffing
B. Recruiting
C. Selection
D. Placement
2. The process that involves the placement of new hires on the
actual job they will hold is called____.
A. Acquisition
B. Deployment
C. Retention
D. None of the above
3. All of the following are recruiting expenses EXCEPT
A. Staff time.
B. Recruitment materials.
C. Travel for recruiter.
D. Administering employment tests.
4. Which of the following is true about person-job match?
A. Jobs are characterized by their requirements.
B. Jobs are characterized by their embedded rewards.
C. Individuals are characterized by their level of
qualification and motivation.
D. All of the above
5. Staffing system management involves____________.
A. Assessing applicant qualifications
B. Facilitating employee retention
C. Guiding, coordinating, controlling, and evaluating
staffing activities
D. Day-to-day legal compliance activities

3
 A. MULTIPLE CHOICE. Circle the letter of the best answer.
1. Modern managers are___.
A. action oriented
B. able to build a sense of shared values
C. able to manage change efficiently
D. all of the above

2. Planning, controlling, directing and controlling are the

A. functions of management
B. goals of management
C. results of management
D. all of the above

3. Coordinating people and human resources to accomplish

organizational goals is the practice of
A. planning
B. directing
C. management
D. leadership

4. Which of the following would be included in the “controlling

function” ?
A. measuring results against corporate objectives
B. explaining routines
C. setting
D. giving assignments standards

5. Specific, short-term statements detailing how to achieve an

organizations’ goal is known as
A. vision.
B. mission statement.
C. objectives.
D. operational planning.

4
DEFINITION AND NATURE OF STAFFING

STAFFING – according to Dyck and Neubert (2012), is the Human

Resource function of
identifying, attracting,
hiring, and retaining
people with the necessary
qualifications to fill the
responsibilities of current
and future jobs in the
organization. In its
simplest language,
staffing is ‘putting people
to jobs’.

(http://images.app.goo.gl/j2HZY9T2awAYh///kfY8)

Nature of Staffing Function

 It is an important managerial function. Along with other

managerial functions (planning, organizing, directing and
controlling), their operation will depend upon the manpower
which can be addressed through good staffing.

 It is pervasive activity. It has a broad scope; it covers all aspects

and levels of organization. And it is carried out by all managers
and in all types of concerns of business activities.

 It is a continuous activity. It is unending process of the

organization throughout its life.

5
 It is about placing the right people at the right job. Involves
proper recruitment procedures and selecting the most fitting for
that position.
 It is performed by all managers. Considering the nature and size of the
company, qualifications and skills of managers, etc., for small and
startup companies, the top management/owner generally performs this
function while in medium and large scale enterprise; it is performed
especially by the human capital office.

(https://images.app.goo.gl/YPn1amQHZFPZEyVo7)

Figure 1.1 The staffing process.

6
STAFFING PROCESS

1. Manpower requirements. The challenge here is to

match the organizations’ manpower requirement with the
job requirements and demands.
2. Recruitment. Once the requirements are clear, the
organization invites and solicits applications according to
the invitations made to the desirable candidates through
print ad, TV ad, flyers, posters, referrals and recently free
announcement through social media.
3. Selection. Applications are screened out and suitable
candidates are selected as per the requirements.
4. Orientation and Placement. Through orientation
program, the selected candidates are made familiar to the
work units and work environment.
5. Training and Development. Given to the workers as
incentives in order for them to develop and grow within the
organization.
6. Remuneration. It is a kind of compensation provided
monetarily to the employees for their work performances.
This is given according to the nature of job- skilled or
unskilled, physical or mental, etc. This play a very
important monetary incentive for the employees.
7. Performance Evaluation. Improving individual job
performance through performance evaluation is just one of
the reasons why employees are subjected to assessment
on a continuous basis.
8. Promotion and Transfer. Promotion is a nonmonetary
incentive which deals on the movement of workers from
lower to a higher job. Transfer on the other hand refers to
the shifting to different work units and branches of the
same organization.

7
RECRUITMENT
(https://images.app.gl/j124bspR1tgVX9)

In the event of a job opening, administrators must be very careful

when recruiting and choosing who to bring into the organization.
Recruitment is a process of finding and hiring a qualified candidate
for a job opening in a timely and cost effective manner. The
recruitment process includes analyzing the requirements of a job,
attracting employees to that job, screening and selecting
applicants, hiring, and integrating the new employee to the
organization.

Types of Recruitment
1. Internal Recruitment – filling job vacancies can be done
through promotions or transfer of employees who are
already part of the organization. In other words, recruitment
is within the organization. There are three sources; these
are Transfers which refers to the lateral movement which
lead to vacancy of prior post and filling in new post;
Promotions means moving up the organizational
ladder and re-employment of ex-employees. Re-
employment of ex-employees is a process of inviting
former employees of the company to fill vacancies within
the organization, expiration of contract and subsequent
rehiring is one example of this.

8
Advantages of Internal Recruitment
 May lead to increase in employees’ productivity as their moral
and motivations level increases.
 Less expenses are required for internal recruitment
advertising; newsletter, bulletin boards and other forms of
internal communication may disseminate information to current
employees interested to apply for the job openings
 Training and orientation of newly promoted or transferred
current employees are less expensive and do not take much
time since they are already familiar with the company
 The process of recruitment and selection is faster because the
candidate for transfer or promotion is already part of the
organization.

Disadvantages of Internal Recruitment

 The number of applicants is limited
 Favoritism may influence a manager to recommend a current
employee for promotion to a higher position

2. External Recruitment- Refers to sourcing of employees

from outside the organization.

Types of External Recruitment

Employment at Factory Level- Posting of application
vacancies on bulletin boards outside the factory or at the
gate, or at one common area in the cities or municipalities
allotted for job vacancies postings
Advertisement – Can cover a wide area of coverage through
newspaper, radio and television, etc.
Employment Agencies- ‘Outsourcing’ trend term nowadays
which refers to agencies which look towards recruitment
and employment of people.

9
Educational Institutions- Schools may refer some of their alumni
who may have the necessary
qualifications needed for the job
positions.
Recommendations- Referrals
from the organization’s present
employees who usually refer
friends and relatives who they
think are qualified for the job.
Labor Contractor- Manpower of
factory or manufacturing plants
are supplied by specialist people
usually on contact basis, for
particular job, number of outputs
or for a particular time period.
Also called as “labor only
contracting”.

Advantages of External
Recruitment

 Recruiting through the internet

reach a large number of
possible applicants, thus
increasing the possibility of
being able to recruit applicants
suited for the job.
 Applicants who submit
applications and resumes (Encrypted-tbn0.gstatic.com)
through their own initiative
are believed to be better potential employees because they are
serious about getting the job.

10
 Employee referrals from outside sources are believed to be
high quality applicants because employees are generally
hesitant to recommend persons who are not qualified for the
job openings.

Disadvantages of External Recruitment

 The cost and time required by external recruitment are the

typical disadvantages of using this recruitment method.
 Possibility of practicing bias or entertaining self-serving
motives in the referral of friends and relatives by current
employees and in the recommendation of private employment
agencies of job applicants.

SELECTION

Is the process of choosing individuals who have the

required qualifications to fill present and expected job opening. In
short, “Right men on the Right job”. By selecting the best
candidate for the required job, the organization will get quality
performance and the organization will also save time and money.

Selection is different from recruitment, though these two

are the phases of the employment process. Recruitment is
considered to be a positive process as it motivates more
candidates to apply for the job. In creates a pool of applicants. On
the others hand, selection is a negative process as the
inappropriate candidates are rejected here considering that this
stage in staffing involves choosing the best candidates with the
best abilities, skills and knowledge for the required job.

11
 (https://images.app.goo.gl/eCQenjTg3SBMn3J7)

Order of Employee Selection Process

1. Preliminary Interviews- Also called screening interviews,

wherein candidates who do not meet the minimum requirements
are eliminated.
2. Application Blanks- After passing preliminary interview,
candidates are required to fill application blanks that contains data
record of the candidates such as details about age, qualifications,
reason for leaving previous job, job experiences, etc.
3. Written Test- These are tests used to objectively assess the
potential of the candidate. Examples are aptitude test, personality
test, intelligence test, etc.
4. Employment Interviews- Face-to-face communication between
the candidate and the interviewer. It is used to find out whether the
candidate is best suited for the required job.
5. Medical examination- Medical tests are conducted to ensure
physical and medical fitness of the potential employee.
6. Appointment Letter- A letter is made for the candidate
selected finally appointing him to his job or post

12
Types of job Interview

Structured Interview –the

interviewer asks the applicant to
answer a set of prepared
questions –situational, job
knowledge, job simulation, and
worker requirement questions

Unstructured Interview –the

interviewer has no interview guide
and may ask questions
(https://images.app.goo.gl/bmxfHrwoUYh2Z7Q8)
freely
One-on-one Interview –one interviewer is assigned to interview
the applicant
Panel Interview –several interviewers or a panel of interviewer
may conduct the interview of applicants; three to five interviewers
take turns in asking questions.

Types of Employment Tests

Intelligence tests –designed to

measure the applicant’s mental
capacity, test his or her cognitive
capacity, speed of thinking, and
ability to see relationship in
problematic situations
Proficiency and Aptitude tests –
(Encrypted-tbn0.gstatic.com) tests his or her present skills
and potentials for learning and
other skills
Personality tests –designed to reveal the applicant’s personal
characteristics and ability to relate with others
Vocational tests –tests that shows the occupation best suited to

13
ACTIVITY 1

INSTRUCTIONS: Arrange the following Steps Involves in

Staffing from the first step as number 1 to the last step as number
8. Write the number in the space provided.

a __________ Recruitment
b. __________ Promotion and Transfer
c. __________ Remuneration
d. __________ Manpower Requirement
e. __________ Selection
f. __________ Performance Evaluation
g. __________ Orientation and Placement
h. __________ Training and Development

ACTIVITY 2

INSTRUCTIONS: Devise an advertisement for a job opening in a

four star hotel in Dagupan City. Be ready to present it in class.

______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________

14
ACTIVITY 3

INSTRUCTIONS: Interview two department chairperson in your

school regarding their information gathering methods for identifying
present and future needs for human resources. List down their
answers and give your comments.

______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________

15
ACTIVITY 4

Directions: Supply the word or group of words being describe

or defined.

1. _____________filling job vacancies can be done through

promotions or transfer of employees who are already part of the
organization.

2. _____________is the first step involves in staffing.

3. _____________ refers to the lateral movement which led to

vacancy of prior post and filling in new post.

4. _____________ means moving up the organizational ladder.

5. _____________ is a trend term nowadays which refers to

agencies which look towards recruitment and employment of
people.

6. _____________ Manpower of factory or manufacturing plants are

supplied by specialist people usually on contact basis.
7. _____________ Is the process of choosing individuals who have
the required qualifications to fill present and expected job opening.

8. _____________ After passing preliminary interview, candidates

are required to fill this form that contains data record of the
candidates such as details about age, qualifications, reason for
leaving previous job, job experiences, etc.

9. _____________ are tests used to objectively assess the potential

of the candidate.

16
10._____________ Face-to-face communication between the
candidate and the interviewer.

11. _____________ is a letter made for the candidate selected

finally appointing him to his job or post

12. _____________ are conducted to ensure physical and medical

fitness of the potential employee.

13. _____________ is also called screening interviews, wherein

candidates who do not meet the minimum requirements are
eliminated.

14. _____________ Posting of application vacancies on bulletin

boards outside the factory or at the gate, or at one common area in
the cities or municipalities allotted for job vacancies postings

15. ____________ is a process of inviting former employees of the

company to fill vacancies within the organization.

17
We’re almost done! Here’s a
recap of what we have learned
today. Review them once again,
and get ready for the Post Test
on the next page! You’re doing
great! Keep it up!

 Staffing in its simplest language

is ‘putting the people to jobs’.
According to McFarland, “Staffing is
the function by which managers
build an organization through
recruitment, selection, and
development of individuals as
capable employees”.

 Recruitment is the process of

finding and hiring a qualified
candidate for a job opening in a
timely and cost effective manner.
Types of recruitment can be Internal
Recruitment and External

 Selection is the process of choosing individuals who

have the required qualifications to fill present and
expected job opening. In short, “Right men on the Right
job”.

18
 Nature of Staffing
Steps Involve in Staffing
 It is an important
managerial function 1. Manpower Requirement
2. Recruitment
 It is a pervasive activity
3. Selection
 It is a continuous activity
4. Orientation and
 It is about placing the right
Placement
people at the right job
5. Training and
 It is performed by
Development
managers/owners.
6. Remuneration
7. Performance Evaluation
Internal Recruitment 8. Promotion and Transfer
Transfers – refers to the lateral
movement which will lead to
vacancy of prior post and External Recruitment
filling in new post.
Employment at Factory /level
Promotion – Means moving up
Advertisement
the organizational ladder. A
Employment Agencies
promotion is the
Educational Institutions
advancement of an
Recommendations
employee’s rank, salary,
Labor Contractors
duties and/or designation
within an organization. Selection Process
Re-employment of ex-
Preliminary Interviews
employees- former
Application Blanks
employee of a company are
Written Test
invited and appointed to fill
Employment Interviews
vacancies within the
Medical Examination
organization in contractual
Appointment Letter
basis.

19
MULTIPLE CHOICE
Encircle the letter of your best answer.

1. The process of choosing individuals who have the required

qualifications to fill present and expected job openings is
called_____.
A. recruitment
B. screening
C. selection
D.random selection

2. Which of the following statement is true regarding staffing?

A. The organization is the only active player in the staffing
process
B. The staffing process is composed of a series of
interrelated parts including recruitment, selection, decision-
making and job offers.
C. The staffing process should only be viewed from the
perspective of the individual (line) manager
D. None of the above.

3. Outsourcing is_____________.
A. Setting up operations in other country
B. Typically prohibited by law in most states
C. A strategy that is being used less and less
D. Moving a business process to another vendor

20
4. Which of the following is a part of the recruiting phase of
staffing process?
A. Drawing up job offers
B. Completing application blanks
C. Developing and conducting
D. Both A and C

5. Which of the following selection specifications to choose an

individual is NOT appropriate?
A. Interpersonal skills
B. Job experience
C. Work habits
D. Race

6. What is the useful way to differentiate among ability tests?

A. Content, breadth
B. Speed, power
C. Length, depth
D. Physical, mental

7. An application form checklist is_________.

A. A list of items completed by the interviewer
B. A list of instructions provided to ensure proper completion
C. A list of unacceptable items to be avoided on an
application form
D. A list of items related to minimum qualifications that an
applicant must meet for further consideration for the job

8. According to the staffing quantity model, organizations will

be________ when availabilities exceed requirements.
A. Fully staffed
B. Understaffed
C. Overstaffed
D. None of the above

D. Unusual candidates
21
9. Those individuals employed by another firm, who are not
actively seeking a job but often respond positively to being
approached for a new employment are known as
A. Active candidates
B. Passive candidates
C. Poached candidate

10. Is an employer prohibited by law from asking certain

questions on an application form?
A. Yes, laws and regulations prohibit most types of inquiries
on application form
B. Yes, court decisions have established that certain
questions cannot be asked on an application form
C. No, an employer can ask any questions but may bear the
burden of proof if discrimination is charge
D. No, an employer can ask any questions since the burden
of proof fails on the applicant

11. What is ‘structured’ about a structured interview?

A. Different questions are asked of each applicant, but they
are determined before the interview takes place
B. Information is collected about the same topics from all
applicants
C. The tone of the interview is formal, thereby increasing the
likelihood that job-related information will be exchanged
D. The applicant is given a list of possible questions to
prepare for before the interview.

22
12. Which of the following is not a factor to consider when
determining what recruitment sources to use?
A. Costs associated with recruitment sources
B. Image of the company in the external labor market
C. Salary of the open position
D. Demographic mix of applicants being sought

13. Is considered to be a positive process as it motivates more

candidates to apply for the job.
A. Selection
B. Recruitment
C. Advertising
D. Outsourcing

14. Is designed to measure the applicant’s mental capacity,

tests his or her cognitive capacity, speed of thinking, and
ability to see relationships in problematic situations.
A. Proficiency Test
B. Aptitude Test
C. Personality test
D. Intelligence test

15. External recruitment method that covers a wide area of

coverage.
A. Employment agencies
B. Advertisement
C. Recommendations
D. Educational Institutions

23
 24
PRE-TEST
PRACTICE TIME B. MULTIPLE
CHOICE A. IDENTIFICATION
ACTIVITY 1
1. recruit
A. 2 1. A 2. select
B. 8 2. B 3. select
C. 6 3. D 4. select
D. 1 4. D 5. recruit
E. 3 5. C 6. recruit
F. 7 7. recruit
G. 4 REVIEW 8. recruit
H. 5 9. select
1. D 10. recruit
2. A 11. recruit
3. D 12. select
4. D 13. select
5. C 14. recruit
15. select
and Review.
look at these answers for the Pre-Test
you did your best! Let’s now have a
learning. Don’t feel pressured, I know
that you can effectively assess your
Remember, honesty is important so
It’s time to check your answers!
ACTIVITY 2
Answers will differ depending on the type of recruitment method
use.

Refer to the rubrics for evaluating recruitment advertisement.

RUBRIC FOR RECRUITMENT ADVERTISEMENT

Expected Indicators of Student Performance

Quality
Advertisement High (5) Medium (3) Low (2)
Concept
Development Presents ad- Presents adver- Presents
of a concept vertisement as tisement in a advertise-
design for an a concept de- form that is ment as a
advertisement sign, including close to or just a rough
detailed label- little more than sketch
ing the concept de-
sign stage with
minimal labeling
Demonstration Employs a Employs some Employs
of an aware- range of strat- generally appro- few inap-
ness of the egies highly priate strategies propriate
target audi- appropriate for for the target strategies
ence the target au- audience of the for the tar-
dience of the advertisement get audi-
advertisement ence of the
advertise-
ment
Relevant and Clearly ex- Explains the Experienc-
appropriate plains the ad- advertisement es difficulty
structure of the vertisement to but not so clear- in explain-
presentation the target au- ly ing to the
dience target au-
dience
Appropriate Shows evi- Shows some Shows
structure of the dence of hav- evidence of limited
presentation ing planned planning and ability to
and structured structure structure
presentation, the
logically and presenta-
coherently tion
Total Score:______ Score:_______ Score:___
_ ____
25
 26
POST TEST ACTIVITY 4
1. Internal recruitment
1. C 2. Manpower requirement
2. B 3. Transfer
3. D 4. Promotion
4. D 5. Employment agencies
5. D 6. Labor contractors
6. A 7. Selection
7. D 8. Application blanks
8. C 9. Written tests
9. B 10. Employment inter-
10. C views
11. B 11. Appointment letter
12. C 12. Medical examination
13. B 13. Preliminary interview
14. D 14. Employment at factory
15. B level
15. Re-employment of ex-
employees
Biore, C.(2019). Introduction to Business Management Made
Easy. Academicians, Students and Educators Alliance, Inc.
(ASEAN).

Cabrera, H.M, et.al.(2016).Oranization and Management.

Quezon City.Vibal Group Inc.

27