RECRUITMENT

OF EMPLOYEE

PRESENTED BY: JESSON B. DELA RAYA, BSBA-FM 3

- Once there is an approved to fill up a position, the next step is for HR to
develop an applicant pool using either internal or external recruiting. An
organization needs to hire the most competitive price. Before an
organization is able to hire an individual, it must locate qualified
applicants who are looking for jobs- known as establishing an applicant
pool. An effective employee selection procedure is limited by the
effectiveness of the recruitment process. Outstanding job candidates
cannot be selected if they are not included in the applicant pool.
- Attracting qualified people refers to recruitment and it represents one of
the major responsibilities of the HR manager. In an era when the focus
of most organizations is on efficiently and effectively running the
organization, recruiting the right person for the right job is a top priority.
RECRUITMENT ON THE
INTERNET
- Using the internet is the fastest, simplest, and most convenient or most cost effective way to
reach hundreds of thousands of qualified candidates, 24 hours a day and 7 days a week.
- Different recruitment sites can provide you with statistics such as how many people looked at
your job posting.
- Jobseekers have always wanted detailed job descriptions. They want to know what the job
entails, the qualifications and what you can offer them as an organizations.
- Recruitment sites can provide job seekers with detailed informations on the qualifications you
are looking for in a candidate.You can even create a customized response form to help filter
your applicants further.
 Picking Employment Sites

a. Job sites by location- focus to help you find an

appropriate local resource for your postings.
b.Employment Super Sites- sites that provide visibility in
all kinds of media.
c. Specially Employment Sites-sites that provide category
listings depending on the vacant positions.
Using Employment Sites to Post Your Job
Openings

A. Job postings on a Web site are very different from typical news paper ads
where you are paying per word posted in the spread.
B. You are not restricted by the number of words you can use in your description,
and most employment sites have search engines for applicants to use in
finding job postings.
C. You can offer as many ways as possible for the applicant to reach you, e.g.,
phone,fax,email, and ‘snail mail’ with your complete address.
D. You can respond immediately with an acknowledgement ,personalized if
possible, to the applicant via email.
Online Jobs Search for
Applicants
1. Identify the jobs, employers, and locations that interest you, and then find out
where you can submit your application based on your qualifications. The web is
a treasure of useful information.
2. Read the ‘Know BEFORE You Go(or Apply)’ series of articles by Job-Hunt’s
research expert Parmelee Eastman about choosing the best potential employers,
and gathering necessary information to prepare a cover letter, and how to
impress interviewers with your knowledge of them and their organization.
3. Once you know the job you want and have collected the necessary
information about the job and your prospective employer, you need to
create your resume, learn how to complete online forms, and customize
Linked In Profile or your personal resume Web page with ‘keywords’ for
recruiters to find.

4. Establish an email account, different from the one you use in your job
or your school. Use this personal account that your current employer
cannot read and enable potential employers and other job search contacts
to stay in touch with you easily and safely.
Tips to Job Applicants to avoid
illegal Recruitment

1. Do not apply at recruitment agencies not licensed by POEA or Philippine

Overseas Employment Administration.
2. Do not deal with licensed agencies without job orders.
3. Do not deal with any person who is not an authorized representative of a
licensed agency.
4. Do not transact business outside the registered address of the agency.
5. Do not pay more than the allowed placement fee .
6. Do not pay any placement fee unless you have a valid
employment contract and an official receipt.
7.Do not be enticed by ads or brochures requiring you to
reply to a Post Office(P.O.) box and to enclose payment
for processing of papers.
8.Do not deal with training centers and travel agencies,
which promise overseas employment.
9.Do not accept a tourist visa.
Do not deal with fixers.
10.
PROCESS/RECRUITMENT
PLAN
1.FORMULATING A RECRUITING
STRATEGY
2.SEARCHING FOR JOB APPLICANTS
3.SCREENING APPLICANTS
4.MAINTAINING AN APPLICANT POOL
 PROCESS/RECRUITMENT
PLAN
1.FORMULATING A
RECRUITING STRATEGY

- This is a choice between Internal and External recruiting strategy.

- Comparison of promotion from within (INTERNAL HIRING) versus
(EXTERNAL HIRING).
 PROMOTION FROM WITHIN
(INTERNAL HIRING)

 ADVANTAGES
-Provides greater motivation for good
performance.
-Provides greater promotion opportunities
for present employees.
-Improves morale and organizational loyalty
-Enables employee to perform the new job
with little loss of time.
-Familiar with the organization on how it
operates.
Disadvantages
-Promotes inbreeding(narrowing of
thinking and states ideas).
-Creates political in-fighting and
pressures to compete.
-Requires a strong management
development program.
-Creates a homogenous workforce
 EXTERNAL HIRING
ADVANTAGES
-Provides new ideas and new
insights
-Allows employee to make changes
without having to please constituent
groups.
-Does not change the present
organizational hierarchy.
DISADVANTAGES
-Loss of time due to adjustment.
-Destroys of incentive of present
employees to strive for promotions.
-No information is available if the
applicant can blend with the rest of
the group.
PROCESS/RECRUITMENT
PLAN
2.SEARCHING FOR JOB
APPLICANTS
- The applicant search may involve traditional recruiting methods
or through the use of e-recruitment.
PROCESS/RECRUITMENT
PLAN
3.SCREENING APPLICANTS

Applicant should be screened to eliminate individuals who are

-
obviously unqualified.
PROCESS/RECRUITMENT
PLAN
4. MAINTAINING AN APPLICANT
POOL
Applicant pool consists of individuals who have expressed an interest in
-

pursuing a job opening and who might be feasible candidates for the
position.
 SOURCES OF
APPLICANTS

A.INTERNAL SOURCES
B.REFERRALS
C.EXTERNAL SOURCES
 A.INTERNA
L SOURCES
-The use of promotion from within taking into consideration
the advantages and dis advantages. Companies use job
posting ang job bidding to inform employees of job
vacancies. For companies using IT, they have portals which
are accessible to all employees . Although the use of portals
may not be applicable for small organizations, one has to
always take note that to fill an opening, it is better to look at
the current employees first.
 B.REFERRA
LS

-Present employees are asked to encourage

friends and relatives to apply. This is the
most often used recruiting tool in small
organizations.
 C.EXTERNA
L SOURCES
1. JOB ADVERTISEMENT- Placement of help-wanted advertisements in newspapers, trade and professional
publications, or on radio and television.
2. EMPLOYMENT CENTERS OR AGENCIES- Agencies that charge a fee for each applicant they place.
3. CAMPUS RECRUITMENT- A primary for entry-level job candidates. This is usually coordinated with the
university or college placement center.
4. INTERNSHIPS- For students with practicum or on-the-job training, this can help them in honing their business
skills, check out potential employers, and learn more about their likes and dislikes when it comes to choosing
careers. For employers, they can use their interns to make useful contribution while they are being evaluated as
possible full-time employees.
5. JOB FAIRS/SPECIAL EVENTS RECRUITING- Joining or sponsoring employment.
6. ONLINE RECRUITMENT/E-RECRUITMENT
 ALTERNATIVE TO
RECRUITING
1. SUBCONTRACTING/OUTSOURCING- Subcontract work to another organization wherein the
organization loses some of its control over work that is outsourced. The company takes full
operational responsibility for performing that function rather than just supplying the personnel.
This is now the trend for most companies to avoid recruitment of additional employees.
2. OVERTIME- Used to avoid the incremental costs of recruiting and hiring additional employees
for a short period of time
3. TEMPORARY HELP- Use of temporary help services to fill the needs of companies on a
temporary basis. When the company is downsizing, temporary employees create a flexible staff
that can be laid off easily and recalled when necessary.
4. EMPLOYEE LEASING-Similar to temporary help agency but employees are not temporary.
Leasing companies issue the workers’ paychecks, take care of personnel matters, ensure
compliance with workplace regulations, and provide the required employee benefits .
 WRITING A RESUME

1. NAME, ADDRESS, AND 4. SKILLS

TELEPHONE NUMBER 5.WORK EXPERIENCE
2. JOB OBJECTIVE 6.COMMUNICATION SKILLS
3. EDUCATION 7.REFERENCES
SEATWORK
ESSAY:

1.Considering the growth of outsourcing HR functions, where do you need to focus if you
want a career in HR?
2.Under what set of conditions is external recruitment recommended?
3.Employees often have negative views on the policy of hiring outside rather than promoting
from within. Employees believe they should always be given preference for promotion
before outsiders are hired. Do you think this is in the best interest of the company? Explain
your answer.
4. As a potential recruit who will probably be looking for a job after graduation, explain the
method of recruiting that you think would be most effective in attracting you.
1.Considering the growth of outsourcing HR functions, where do
you need to focus if you want a career in HR?
2.Under what set of conditions is external recruitment
recommended?
3.Employees often have negative views on the policy of hiring
outside rather than promoting from within. Employees believe they
should always be given preference for promotion before outsiders
are hired. Do you think this is in the best interest of the company?
Explain your answer.
4. As a potential recruit who will probably be looking for a job
after graduation, explain the method of recruiting that you think
would be most effective in attracting you .