MODULE 6 RECRUITMENT

GROUP 3
DEASIS, JOVELYN
DELLOSA, CHARMAINE
INFANTE, PATRICIA ANNE
PASCO, KAYE
SALAZAR, GELWINA
SORIANO, KRISTINE
TOMALE , JOYCE ANN
VELIGAÑO, JOANALYN
Learning Objectives and Outcomes

At the end of this module, you should be able to:

1.define recruitment;

2.describe and discuss the different recruitment sources and effectiveness

of each.

3.cite advantages and disadvantages of filling job opening from

internal and external sources;

4.describe the steps in recruitment.

INTRODUCTION

Recruitment - is the process of attracting individuals on a timely basis, in

sufficient numbers, and with appropriate qualifications to apply for jobs
with an organization. The firm may then select those applicants with
qualifications most closely related to job descriptions. Finding the
appropriate way of encouraging qualified candidates to apply for
employment is extremely important, however, because recruiting costs can
be expensive. Thus, a properly functioning recruiting program can have a
major impact on the bottom line of a company.
 DISCUSSION

RECRUITMENT -is the process of locating and

encouraging potential applicants to apply for existing or
anticipated job
opening.
 A. INTERNAL RECRUITMENT – promoting someone within the organization.
1.Promotions - The employees are
promoted from one department to another in
same organization with more benefits and
greater responsibility based on efficiency
and experience of a particular employee.
2.Upgrading and Demotion - Employees are
upgraded or even demoted according to their
performance which was assigned to him/her.
3.Transfers – The employees are transferred
from one department to another according to
their performance and experience with
little benefits or no benefits.
4. Retired employees - It may also be
recruited once again in case of shortage of
qualified human resources or increase in
load of work. Recruitment of such people
save time and costs of the organizations as
the people are already aware of the
organizational culture and the policies and
procedures.
5. Retrenched Employees - 6. Deceased Employees –

Retrenched employees are also The dependents and relatives of

source of useful recruitment for the deceased employees and
disabled employees are also
organization. They better know the
source of internal recruitment.
organization policy and practices
and when they again recruited
most of the cost reduced.
B. External Recruitment - Hiring from outside the
organization. .
b.Electronic Media
1. Media Advertisement -The advertisements that are - Look for a rate of using television and radio. TV,
very common in recruitment or recruiting because it and radio can be used to target
reaches a wide audience. specific applicants.

a. Newspaper advertisement - When the goal is to find people 2. Walk-ins

who know the local advertisement in a local newspaper can
reach that audience. - are people who do not apply in response to any
• Calling - When an organization wants to see orhear type of advertisements, but rather come into a
the voice of the applicant for a clearer interview. company.
• Apply in person - When they don’t want their phone tied
to the applicant. 3.Point of purchase method
• Send resume advertisement - The organization can’t
- In recruitment, job vacancy notices are posted in
entertain or can’t answer the thousands of applicants
through call. places where customers or
• Blind box - It is an advertisement that does not have the current employees are likely to see them.
identification of the organization that advertised it.
4.RECRUITER

A.Campus Recruiter - They provide facilities for interviewsand and

placements on their campus.

B.Outside Recruiter - Organizations use such outside recruiting

sources as private employment
agencies, public employment agencies, and executive search firms.

•Employment agencies -They charge either the company or the

applicant when the applicant takes the job.

•Executive Search Firms - Known as “head hunters”

•Public Employment Agencies - These public employment agencies are

designed primarily to help the unemployed
find work.
5. Employee Referrals
- The type of recruitment used by organization to find applicants through the help
of their employees.
• Up The Ane - Companies paid high if the employee provide good or right referral.
• Pay for performance - Some firms save part of the referral bonus until the new hire has
stayed for six months.
• Tailor the Program - Companies technically need more of certain types of skills than others,
but the referral programs do not always reflect this.
• Increase visibility – one way to promote referral program is the employee who referred the
right candidate will be recognize.
• •keep the data - The company will keep the application of the referral so just in case they are
opening another position they have choices.
• Widen the Boundary of your Strategy – The company will get a corporate friends so they can
use their connections if they are hiring and they will know the potential candidate for the
job.
• Measure Outcomes – After the program is implemented, the managers look carefully the list
of referrals, qualification of candidates and new hire are exactly what the company need.
So the manager can adjust if the number is too much.
6.Internet
- is one of the way to fast recruitment. The
organization can post in their webpage the job that is open
for their company.
a.Employer–based websites –The
employer give a list of available job
openings and information about the
job.
b.Internet recruiters – a private
company whose have a website list
of job openings. And they recruit
through internet
7. Job Fair
- A job fair is also referred commonly as a
career fair or career expo. It is a fair or exposition
for employers, recruiters and schools to meet with
prospective job seekers.
a. many types of organization have booths
and same location. The job or the field they
applying is all mix and in the
same location.
b. many organization who have a same field
or job their applying is in one location.
c. Organization hold it’s own job fair or
exclusive only in the company.
Advantages and Limitations of Recruiting from Within

Promoting from within could make perfect sense due to

the fact that the potential candidate is already a member of
the work team, and managers already know their
performance level as well as their good and bad qualities.
Above all, internal recruiting lessens recruitment and hiring
costs.
STEPS IN RECRUITMENT - Before hiring an applicant for a position, a company goes through the following
step-by-step recruitment process:

Determine Job Vacancy

- A job vacancy within a company may
exist for a variety of reasons. Reaching out to target Segment

Plan how to fill an open position
- Once it has been established that a
job vacancy exists, managers should decide whether
to take in core personnel or temporary workers
Identify the target segment
- At this point, firms should be able
to pinpoint who they want to hire. A comprehensive plan is
essential to help
companies and managers from perceptions about their
target segment.
- After identifying the segment, companies
must set a preferred way to reach out to their
target talents.
Meet-up with the Candidates
- During this step, recruiters conduct an initial
screening to ensure that job seekers
meet the job specifications. This would help them in
judging the overall background of job seekers
before they render a hiring decision.
THANK YOU FOR YOUR ATTENTION !!