THE PROCESS OF RECRUITING,

SELECTING, AND TRAINING

EMPLOYEES
OBJECTIVES:
: Define recruiting, selecting, and
training;

:Distinguish facts about

recruiting,selecting and

: Appreciate the importance of

recruiting,
 STAFFING
Staffing as defined in the previous discussion is the Human Resource
function
of identifying, attracting, hiring, and retaining people with the necessary
qualifications to fill the responsibilities of current future jobs in the
organization.
Staffing is one way to open roles within a company or organization. Staffing
has two main components, recruitment, and selection.
Hiring is similar to staffing in many ways. Like staffing, it is a way for a
company
or organization to fill open roles in the roster.
 RECRUITMENT
Recruitment is a set of activities
designed to attract qualified applicants
for job position vacancies in an
organization.
The two methods of recruitment are
external and internal recruitment.
Let us discuss it one by one.
 EXTERNAL RECRUITMENT
METHOD

considers outside sources in locating

potential
individuals who might want to join the
organization and encouraging them to
apply for actual or anticipated job
vacancies.
 THE FOLLOWING ARE METHODS OF EXTERNAL
RECRUITMENT:

1.Advertisements – this can be done through websites, newspapers, trade

journals, radio, television, billboards, posters, and emails among others.

2.Unsolicited applications – these are applications from individuals who took

the initiative to apply even though the company did not indicate that they
need a new staff.
For example, you are interested in working in an organization but you do
not
have any idea if they are hiring employees or not. So, what you did is you
submitted your application documents to the organization. In this case, the
organization has not put out a notice for new workers.
 THE FOLLOWING ARE METHODS OF EXTERNAL
RECRUITMENT:

3.Internet recruiting – independent job boards of the web commonly used by

job seekers and recruiters to gather and disseminate job opening information.
Examples are jobstreet.com, jobfinderph.com, OnlineJobs PH, and many
more.

4.Employee referrals – are recommendations from the organization’s present

employees who usually refer to friends and relatives who they think are
qualified for the job.
An example is when you are working as a teacher in a private school and you
know that this school is looking for an English teacher. Since your cousin is an
Education graduate with English as her specialization then you refer her to your
School Principal as one of the applicants for the job.
 THE FOLLOWING ARE METHODS OF EXTERNAL
RECRUITMENT:

5.Educational institutions – these are good sources of young applicants or

new
graduates who have formal training but with very little work experience. For
technical and managerial positions, schools may refer to some of their
alumni
who may have the necessary qualifications needed for the said job positions.
For example, a University known for its successful Engineering Graduates is
looking for additional instructors in this field. And since they have their lists
of
best graduates, they can hire some of their alumni to work with them.
 THE FOLLOWING ARE METHODS OF EXTERNAL
RECRUITMENT:

6.Public and private employment agencies – this may also be good sources
of
applicants for different types of job vacancies for they usually offer free
services while private ones charge fees from both job applicants and
employers soliciting referrals from them.
Some examples of public employment agencies in the Philippines are the
Philippine Overseas Employment Administration (POEA), the Department of
Labor and Employment (DOLE), etc. Private employment agencies like
Ephesians Human Resource Inc., Brilliant Minds Inc., and other employment
agencies that are recognized by the government.
 INTERNAL
RECRUITMENT
is a process of filling job vacancies through promotions or
transfers of employees who are already part of the organization. In other
words, recruitment is within the organization.

For example, you are working in an organization as an assistant supervisor for

three years already. Since your senior supervisor is about to retire, the
organization is hiring for his replacement but what they do is internal
recruitment. In this case, you as a qualified applicant for the position can
apply.

In simple words, external recruitment is looking for prospective applicants from

outside the organization while internal is from inside. Depending on the need
of the organization, they can have both methods of recruitment at the same
time.
Advantage and disadvantage of Internal and External
Recruitment
 SELECTION
is the process of choosing individuals who
have the required
qualifications to fill the present and
expected job opening. This is the second
component of staffing which includes the
following steps:
1. Establishing the selection criteria – this includes the citation of
the nature and
purpose of the job position which has to be filled. This may include
the skills that
the company is looking for in an employee.
Here is an example:
Formal Education – i.e. Must be a college graduate
Experience and Past Performance – i.e. Must have at least five-year
experience in related work
Physical Characteristics – i.e. With pleasing personality
Personality Characteristics – i.e. hardworking
2. Requesting applicants to complete the application form – application forms
must be filled by the applicants with the necessary information that the
company is asking so that it will be easy for managers to decide whether the
applicants meet the minimum requirements or not.

3. Screening by listing applicants who seem to meet the set of criteria – this is
the
time when the company’s human resource team will assess who among the
applicants meet the minimum criteria and who will proceed to the next step.
This is to minimize the cost of time spent in interviews with applicants who
do
not meet the criteria for the job opening.
4. Screening interview to identify more promising applicants – this
is the time
where shortlisted applicants will undergo a formal interview and
will be
assessed more closely if he/she fits the job.

5. Interview by the supervisor/manager or panel interviewers – this

is when the
supervisors/managers will assess if the applicants are well oriented
with his/her
characteristics and abilities towards the job that he/she is applying
for.
6. Verifying information provided by the applicant – this is done to
check if the
applicants are not telling false information to the company.

7. Requesting the applicant to undergo psychological and physical

examination
– this is very important because having a healthy mind and a
healthy body is
important for good job performance.
8. Informing the applicant that he or she has been chosen for the position
applied
for – this can be done verbally or in writing by the managers who give the
final
decision regarding the applicant’s hiring. Final instructions regarding the
company’s rules and regulations for hiring an applicant must be given in
this
step.
In the selection process, organizations do not find it easy. Some will have
different ways of selecting employees because it is difficult to know what is
the
real performance of their people. Predicting their performance is difficult
because of the difference between what individuals can do at present to
what they can do in the future.
 TRAINING AND
DEVELOPMENT
Training refers to learning given by organizations
to its employees that
concentrates on short-term job performance and
acquisition or improvement
of job-related skills.
Development refers to learning given by
organizations to its employees that is
geared toward the individual’s acquisition of his or
her skills in preparation for
future job appointments and other
responsibilities.