1. HUMAN
RESOURCE
RECRUITMEN
T

2. Meeting Needs of human
resources
Recruitment is the process of attracting the best
individuals to join the company on a timely basis in
sufficient numbers and meeting the qualification
requirements, thereby encouraging them to apply for
the job in organization.
The process starts as soon as the need for
additional personnel is identified. It is ideally the
result of good human resource planning. This process
will thoroughly review and analyze the manpower
requirements.

3. What are the Two Major
Sources of Candidates to Fill
the Vacant Positions?
A. The internal Source - These
are the qualified candidates
from the company and within
the ranks of its present
employees.
B. The External Source - the
hiring from the outside source
is a management option.

4. THE
INTERNE
T
RADIO AND
TELEVISIO
N
GOVERNME
NT
AGENCIES
JOB FAIR
AND OPEN
HOUSE
JOB
POSTING
Methods of
Human
Resource
Recruitme
nt
CAMPUS OR
UNIVESITY
RECRUITMENT
MOUTH
SYSTEM
ADVERTISIN
G MEDIA
WALK INS
AND
UNSOLICITE
D
APPLICANTS
Different Methods of Human Resource
Recruitment

5. What are the Different
Methods of Human
Resource Recruitment?
1.JOB POSTING
This is the process by which
internal recruitment is
accomplished.
The standard time for job
posting is period of one week to
two weeks.

7. Promoting or transferring
employees from within offers
the following advantages:
A. It creates an opening for a lower easyto-fill position.
B. The morale of the employee is boosted.
C. Hidden talent may be uncovered and
utilized.
D. It saves considerable time and money.
E. Employees are already familiar with
company policy and the job itself and
therefore less adjustment is necessary.

8. Some companies would not
like to resort to job posting
for the following reasons:
1. Super visors and managers want to
promote someone from their department
whom they have groomed for the
position.
2. Some management members may be upset
with employees who apply for jobs
outside their department and tend to
take such a move personally.
3. Losing an employee to job posting may
mean having to wait for a replacement
that may not be as good.
4. Some companies believe that it is better

9. The success of job posting depends
largely on how well it is designed
and monitored. The following
guidelines may help in its
successful implementation:
1. The employee must have been with
the company for at least one year
and must be in the current
position at least 6 months.
2. The employee must have a rating
of Very Satisfactory before he can
apply for the posted vacant
position.
3. The employee can only apply for

10. 2. THE WORD-OF-MOUTH
SYSTEM
This method of recruitment is found to be
effective in local situations. It is one of the least
expensive recruitment systems. As soon as people
learn that there’s a job opening, the word spread
around.
On the surface, word-of-mouth appears to
be an ideal recruitment source. It is certainly an
effective tool, but the following precautionary
measures should be observed.
A. Regionalism may dominate over the
company employees.
B. Pulling of strings and the
”padrino” system

11. 3. ADVERTISING
MEDIA
One popular and often effective means
of soliciting applicants is advertising it
through the media, like newspapers,
magazines, radio or television.
Guidelines:
1. For special skills, the ad must clearly
stipulate the skills required.
2. In scouting for talent, the wording of
the ad should be specific.

12. 3. For applicants who want to know all
about specifics, the ad must contain the
duties and responsibilities of the position.
4. Include the details where the applicants
should send the resume’ or bio-data or where
to apply personally if required.
5. Be direct and straightforward in wording
the ad.
6. Avoid cute and unprofessional phrases as
it may reflect on the image of the
organization.
7. Hire an advertising agency if you are not
sure of what to put in the ad.
8. For hiring of executive positions, the

13. What are blind ads?
These are ads that do not reveal the identity
of the company, instead they give a box
number where the resume’ or pertinent
papers will be forwarded.
The following are the
disadvantages: be a limited number of
1. There might
applicants for the “hard to fill positions”
where you want interested applicants to
immediately get in touch with you.
2. Blind ads discourage some applicants to
apply, as it may be the same company they
are working with.
3. some applicants may have applied for the
same position not too long ago and it is a

14. 4. WALKINS AND UNSOLICITED
APPLICANTS
These unsolicited applicants could be a possible
source of outstanding employees.
The following guidelines may be
put into advantage for walk in or
call in applicants:
1. Applications should be categorized into
different skills or, qualifications.
2. A day of the week must be schedule for the
interview of the applicants. Those who pass
should be put in the active file for three
months for future reference.
3. Unsolicited applications can also be

15. 5. CAMPUS OR UNIVERSITY
RECRUITMENT
Recent graduates are considered highly
desirable for companies to select, groom and
develop recruits from top schools in the
country.
6. JOB FAIR AND OPEN HOUSE
The job fair and open house are
popularly increasing as recruitment sources.
An advertisement announcing the
location of the job fair is posted at least one
week ahead of schedule to attract more
applicants.

16. 7. GOVERNMENT AGENCIES
Some local government units have
their placement offices look for possible
employment for their constituents.
8. RADIO AND
TELEVISION
Radio and television are now used
as mediums for manpower recruitment.
While they have the advantage
for job recruitment the following are
some points to consider:

17. 9. THE INTERNET
The internet could become another source of
employment opportunities. Company profiles and job
placements could eventually come into the internet.
The following advantage are:
1. Application letters or resume’ could
immediately be sent to the company.
2. Immediate answer could be available through email.
3. Other necessary information could be available
from the applicants.
4. Immediate needs of the company on manpower
requirements could be answer in short time.