ME 212 Human Resource Development and Management, PSU, Urdaneta City

1. RECRUITMENT
Ma. Stella M. Frias
Reporter

2. HOW DO ORGANIZATIONS
ATTRACT A QUALITY
WORKFORCE?

3. RECRUITMENT
 Recruitment
 as a human resource management function, is one of
the activities that impact most critically on the
performance of an organization
 Activities designed to attract a qualified pool of job
applicants to an organization.
 Steps in the recruitment process:
 Advertisement of a job vacancy.
 Preliminary contact with potential job candidates.
 Initial screening to create a pool of qualified applicants.

4. Steps in recruitment process
Successful recruitment involves the several processes of:
1. Development of a policy on recruitment and retention and the
systems that give life to the policy; requirements of the
organization.
2. Identification, within and outside the organization, of the potential
human resource pool and the likely competition for the knowledge
and skills resident within it;
3. Job analysis and job evaluation to identify the individual aspects of
each job and calculate its relative worth.
4. Assessment of qualifications profiles, drawn from job descriptions
that identify responsibilities and required skills, abilities,
knowledge and experience;
5. Determination of the organization’s ability to pay salaries and
benefits within a defined period;
6. Identification and documentation of the actual process of
recruitment and selection to ensure equity and adherence to equal
opportunity and other laws.

5. Process is interlinked and interdependent
with other activities
Employee planning and work analysis
Deciding on the number of vacancies and
selecting a source
Advertising vacancies
Screening the applicants
Filling vacancies

6. RECRUITMENT METHODS
 Recruitment methods:
 Internal recruitment — candidates are sought from within
the organization
 External recruitment — candidates are sought from outside
the hiring organization
 Traditional recruitment — candidates receive information
only on most positive organizational features.
 Realistic job previews — candidates receive all pertinent
information.

7. Sources of Recruitment
•Internal and External sources
•Internal source – Selecting suitable candidate from among the
current employees in an organization
•Employee referrals, promotions from within, succession planning.
Advantages:
•Builds employee morale
•Involves less cost than booking for outside
•Facilitates people to be places in the middle and top level
positions

8. •Walk in/write in
•Advertising
•Private placement agencies
•Government – employment exchanges
•Campus recruitment
• Job fairs
•Professional associations
External Source of Recruitment

9. •Recruitment thru internet
•Advantage is wide publicity and a chance for a large number of
applicants to choose
•Best method to be assessed depends upon:
- Cost per hire
- Number of resumes
- Time-lapse between recruitment and placement ratio
- Applicant performance and turnover
Electronic Recruiting

10. COLLEGE RECRUITMENT
College recruiting – sending an employer’s
representatives to college campuses to pre
screen applicants and create an applicant
pool from that college’s graduating class –
is an important source of management
trainees, promotable [entry-level]
candidates, and professional and technical
employees

11. The concept of a job fair is to bring those
interested in finding a job into those companies
who are searching for applicants. Job fairs are
open fora at which employers can exhibit the
best their companies have to offer so that job
seekers can make informed choices. They are
considered one of the most effective ways for job
seekers to land jobs.
Job Fairs

12. Initiate recruitment
request
Review & approval
by level 5 and
above managers
Approval
received
Yes
No
References
Advertise/
Agencies
Screening
Profiles
Eligible
Profiles
found
Yes
No
Is written
test
required
No
Yes
Conduct
Written
test
Arrange & conduct
Interviews
Qualified/
Short listed
NOYes
Intimate to the
candidate about not
short listed/selected
Qualified/
Short listed
Yes
No
Final selection
Selected
Yes
Send offer
letter
Yes
No
Intimation to the
Original
requester
A
A
A
A
Recruitment
Flow Chart

13. SELECTION
 Selection
 Choosing from a pool of applicants the person or
persons who offer the greatest performance potential.
 Selection Steps
 Completion of a formal application form.
 Interviewing.
 Testing.
 Reference checks.
 Physical examination.
 Final analysis and decision to hire or reject.

14. STEPS IN THE SELECTION PROCESS

15. STEPS IN THE SELECTION PROCESS
 Step 1—application forms
 Declares individual to be a job candidate.
 Documents applicant’s personal history and
qualifications.
 Personal résumés may be included.
 Applicants lacking appropriate credentials are
rejected at this step.

16. STEPS IN THE SELECTION PROCESS
 Step 2—interviews
 Exchange of information between job candidate
and key members of the organization.
 Opportunity for job candidate and organizational
members to learn more about each other.

17. STEPS IN THE SELECTION PROCESS
 Step 3 — employment tests
 Used to further screen applicants by gathering
additional job-relevant information.
 Common types of employment tests:
 Intelligence
 Aptitude
 Personality
 Interests

18. STEPS IN THE SELECTION PROCESS
 Criteria for selection devices:
 Reliability
 The selection device is consistent in measurement.
 Validity
 There is a demonstrable relationship between a
person’s score or rating on a selection device and
his/her eventual job performance.

19. STEPS IN THE SELECTION PROCESS
 Behaviorally-oriented employment tests:
 Assessment center
 Evaluates a person’s performance in simulated work
situations.
 Work sampling
 Evaluates a person’s performance on actual job tasks.

20. STEPS IN THE SELECTION PROCESS
 Step 4 — reference and background checks
 Inquiries to previous employers, academic
advisors, coworkers and/or acquaintances
regarding applicant’s:
 Qualifications.
 Experience.
 Past work records.
 Can better inform potential employer.
 Can enhance candidate’s credibility.

21. STEPS IN THE SELECTION PROCESS
 Step 5 — physical examinations
 Ensure applicant’s physical capability to fulfill job
requirements.
 Basis for enrolling applicant in life, health, and
disability insurance programs.
 Drug testing is done at this step.

22. STEPS IN THE SELECTION PROCESS
 Step 6 — final decision to hire or reject
 Best selection decisions will involve extensive
consultation among multiple parties.
 Selection decision should focus on all aspects of
the candidate’s capacity to perform the
designated job.

23. SOCIALIZATION & ORIENTATION
 Socialization
 Process of influencing the expectations, behavior,
and attitudes of a new employee in a way
considered desirable by the organization.
 Orientation
 Set of activities designed to familiarize new
employees with their jobs, coworkers, and key
aspects of the organization.

24. Induction
•It is usually the responsibility of the HR department to
conduct induction process
•Induction is the process that introduces an employee to
the organization

25. Immediate supervisor might introduce the following steps:
•Welcomes the newcomer
•Explains the overall objectives of the company and his role
•Shows the location or place of work
•Hands over the rule book or job descriptions
•Provides details about training and promotional
advancements
•Discusses working conditions

26. •History of that company
•Layout and physical facilities
•Products/services offered
•Overview of the company procedures
•Disciplinary procedures
•Probationary period
Topics that are usually covered are:
Organizational issues:

27. •Pay scales
•Vacations, holidays
•Schedules
•Counselling
•Other benefits
•Training opportunities
Employee Benefits