Republic of the Philippines

President Ramon Magsaysay State University

(Formerly Ramon Magsaysay Technological University)
Castillejos Campus
San Nicolas, Castillejos, Zambales

Internal Recruitment
MODULE 4

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Falloran, Ilyssa
Granil, Gerardo
Gonzales, Siejay
Hernandez, Natasha Mae
Ladringan, Mary Ann
Lozano, Dan Joshua
Lubong, Greizelle
Ludovice, Rhealyn
Manacmol, Erica
Manzano, Jovelyn
Natividad, Romelyn
Nero, John Mark
Republic of the Philippines
 President Ramon Magsaysay State University
(Formerly Ramon Magsaysay Technological University)
Castillejos Campus
San Nicolas, Castillejos, Zambales

Introduction
Prospect Candidates
Informal Recruitment

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Ladringan, Mary Ann A.

Introduction
For most organizations a workforce is also an expensive proposition and cost of
doing business. It is estimated that an average organization's employee cost
(wages or salaries and benefits) is over 25% of its total revenue.

A shift from viewing employees as just a cost of doing business to valuing

employee as human capital that creates competitive advantage for the
organization is gradually occurring. Organizations that can deliver superior
customer service.

For example, much of which is driven by highly knowledge- able employees with
fine-tuned customer service skills, have a definite and hopefully long-term "leg up"
on their competitors. The competitive advantage derived from such human capital
has important financial implications. (Heneman, H., et.al.)

Prospective Candidates

Human Resources is a constantly changing environment.

 During the 1980's the emphasis was on hiring exceptional individuals,

 whereas the 90's called for more team oriented people to fill key roles
within organizations.

 Today many companies are not only looking for a specific set of skills in a
potential employee, but a wider range of general competencies and
talents.

Informal Recruitment

 This could be described as word-of-mouth recruitment, or at management

level it is commonly known as headhunting.

 The use of applicant tracking software and recruitment software plays

such an important role in capturing key data about potential employees
for your talent pool.
 Republic of the Philippines
President Ramon Magsaysay State University
(Formerly Ramon Magsaysay Technological University)
Castillejos Campus
San Nicolas, Castillejos, Zambales

Formal Recruitment
External Recruitment

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Granil, Gerardo

Formal recruitment - is the process of finding and attracting capable applicants

for employment.
• The key to effective formal recruitment is to have the right job
specifications and the right advertising strategy to attract the right employees.
• The strength of formal recruitment lies not only in the ability to attract the
right or suitable people for the job.
• Key Factors (such as salary, job title, career & travel opportunities)
influence response rates.
• Employers do not want to be swamped with large number of applications
coming from unsuitable people.
• In addition, Human Resource departments are moving closer to the
technological advances.
Public and Open Recruitment
• This is a good opportunity for those who are in search for job and by chance
without expecting come across with this public search which is being held in malls,
schools and sometimes in municipal hall
• This is called ‘equal opportunity demands equal access’.

External Recruitment
• The objective of the external recruitment process is to identify and attract
job applicants from outside the organization.
• The organization is trying to sell itself to potential applicants.

Recruiting Process
• Planning phase during which both organization and administrative issues,
as well as those pertaining to recruiter, are addressed.
• Recruitment strategy is formed in order to know where, and how, to look for
qualified applicants.
• The message to be communicated to job applicants is established, and it is
decided which medium should be used to convey message.
• Special consideration must be given to applicants reactions to recruiters.

Republic of the Philippines

President Ramon Magsaysay State University
(Formerly Ramon Magsaysay Technological University)
Castillejos Campus
 San Nicolas, Castillejos, Zambales

Recruitment Planning
Organizational Issues

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Gonzales, Siejay

Recruitment Planning

 Before identifying and attracting applicants to the organization, two issues

must be resolved.
  FIRST, organizational plans must be made to coordinate the identification
and attraction of applicants.

 SECOND, administrative issues, such as the number to be considered to

ensure that there are adequate resources to conduct a successful
recruitment campaign.

Organizational Issues

 The recruitment process in an organization can be organized in a variety

of ways. It can be coordinated or internal or by an external recruitment
agency. An organization can do its own recruiting or cooperate with other
organizations in a recruitment alliance. Authority to recruit may be
centralized or decentralized in the organization.

Republic of the Philippines

President Ramon Magsaysay State University
(Formerly Ramon Magsaysay Technological University)
 Castillejos Campus
San Nicolas, Castillejos, Zambales

Internal vs External Recruitment

Individual vs Cooperative
Recruitment Alliances
Centralized vs Decentralized
Recruitment

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Manacmol, Erica

INTERNAL RECRUITMENT VS EXTERNAL RECRUITMENT

Internal Recruitment refers to the practice of filling job vacancies with existing
employees within the organization. This approach leverages the current talent
pool, often promoting from within or transferring employees to new roles. It
tends to be more cost-effective, fosters employee loyalty, and ensures that
candidates are already familiar with the company's culture and operations.

External Recruitment involves seeking candidates from outside the

organization to fill job openings. This method broadens the talent pool, bringing
in fresh skills and perspectives. Although it may incur higher costs and require
more time for recruitment processes, it allows the company to access a wider
range of talent, particularly when specialized skills or new expertise are needed.

INDIVIDUAL VS COOPERATIVE RECRUITMENT ALLIANCES

Individual Recruitment refers to a recruitment strategy where a single

company independently manages its hiring processes. This includes job
advertising, candidate sourcing, screening, and selection, all handled internally.
This approach offers complete control over the recruitment process but can be
resource-intensive.

Cooperative Recruitment Alliances involve multiple organizations

collaborating in their recruitment efforts. This may include joint advertising,
shared job fairs, or pooling candidate resources. Such alliances help reduce
costs, increase the efficiency of the recruitment process, and expand the reach
to potential candidates, while also allowing companies to share recruitment
expertise and resources.

CENTRALIZED VS DECENTRALIZED RECRUITMENT

Centralized Recruitment refers to a structure where all recruitment activities
are managed by a single, central HR department or team. This approach ensures
consistency in hiring practices, streamlines processes, and allows for greater
control over recruitment budgets and strategy across the organization.

Decentralized Recruitment occurs when individual departments or business

units are responsible for their own recruitment activities. This method provides
more flexibility, as hiring decisions are tailored to the specific needs of each
department. However, it may lead to inconsistencies in recruitment practices
across the organization and may require more coordination.

Republic of the Philippines

President Ramon Magsaysay State University
(Formerly Ramon Magsaysay Technological University)
Castillejos Campus
 San Nicolas, Castillejos, Zambales

Administrative Issues
Requisition

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Hernandez, Natasha Mae

Administrative Issue
- In the planning stage of recruitment, attention must be given to
administrative issues as well as organizational issues. Human resources
information systems (HRISs) are used by many organizations to integrate the
filling of requisitions, to develop recruitment budgets and to process flows.
- refers to any problems or challenges that arise in the management and
operation of an organization or business.

Examples:
Communication breakdown - poor communication can cause
misunderstanding and missed deadlines.
Solution: Implement clear communication channels and regular check-ins.
Overtime - Did we even get an overtime slip for that shift? many departments
or organizations used paper slips. Paper slips can cause misplace, to avoid that
we can use biometric system for alternative, this technology is use full to track
our daily attendance.

Requisition
- Job requisition is a formal request form a manager to create a new posior
fill an existing role at a company.
- The requisition, usually in a document or online form, contains information
about the need for the position, whether it is full-time or part-time and whether
the position is temporary or permanent.

Republic of the Philippines

President Ramon Magsaysay State University
(Formerly Ramon Magsaysay Technological University)
Castillejos Campus
San Nicolas, Castillejos, Zambales
 Position Requisition
assessed by Human
Resources
School and Colleges

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Natividad, Romelyn

POSITION REQUISITION ASSESSED BY HUMAN RESOURCES

When a position requisition is assessed by human resources, the HR department
reviews the requisition to ensure that it meets the company's needs and
policies. The HR department also verifies that all the necessary information is
provided.
Here are some things that the HR department may consider when reviewing a
position requisition:
Budget: Whether the position requires additional budget allocation
Justification: Why the position is needed, such as increased workload or expansion
of operations
Department involvement: Which departments are involved with the position
Reporting structure: How the position fits into the company's reporting structure

Once the HR department has reviewed the requisition, they may forward it to the
department head or senior manager for approval. If the position requires
executive approval, the requisition may need to be sent to an executive or a hiring
committee.

After all the necessary approvals are obtained, the HR department will finalize the
requisition and provide it with a job requisition number. The HR department will
then communicate the approval and next steps to the requesting manager and
other relevant parties.

SCHOOL AND COLLEGES

Depending on the type of position to be filled, high schools trade and vocational
school, colleges, and universities can be good sources of candidates.

Republic of the Philippines

President Ramon Magsaysay State University
(Formerly Ramon Magsaysay Technological University)
Castillejos Campus
 San Nicolas, Castillejos, Zambales

Timing
Lead Time Concerns

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Lubong, Greizelle

I. Lead Time Concerns:

Lead time defined as the total duration from identifying a hiring need to
onboarding a new employee, significantly impacts organizational success.
Prolonged lead times result in:
- Increased Costs: Extended search periods increase expenses related to
advertising, recruitment agency fees, and the cost of temporary staff.
- Lost Productivity: Unfilled positions hinder project progress and overall
operational efficiency.
- Candidate Frustration: Lengthy processes can lead to candidate attrition, as
individuals may accept other offers before a decision is made.

II. Time Sequence Concerns:

Effective recruitment requires careful consideration of the timing of the hiring
process relative to other business activities. This includes aligning recruitment
with:
- Project Deadlines: Hiring needs must be met to avoid delaying critical
projects.
- Budget Cycles: Recruitment activities must be planned within allocated
budgets.
- Organizational Changes: Hiring should support strategic initiatives and
organizational restructuring.
Ignoring time sequence concerns can lead to conflicts and inefficiencies,
disrupting business operations and potentially jeopardizing strategic goals.

III. Strategic Planning and Recruiter Preparedness:

Addressing lead time and time sequence concerns requires a proactive and well-
prepared approach:
- Strategic Planning: Forecasting future hiring needs and prioritizing open
positions based on business criticality are essential. This proactive approach
allows for more efficient resource allocation and a smoother recruitment process.
- Recruiter Preparedness: Recruiters must possess the knowledge and skills
necessary to conduct efficient searches. This includes:
- Understanding Deadlines: Awareness of advertising deadlines ensures
timely placement of job postings.
- Market Awareness: A thorough understanding of the labor market, including
candidate availability and salary expectations, is crucial for effective recruitment.

IV. Benefits of Efficient Recruitment:

- Faster Onboarding: Reduced lead times enable quicker onboarding, leading
to immediate contributions from new hires and faster project completion.
Example: A software company efficiently hiring a developer for a time-sensitive
project avoids delays and potential financial losses.
- Reduced Costs: Streamlined processes minimize expenses associated with
prolonged searches, such as advertising and temporary staffing. Example: A
retail store quickly filling a seasonal position avoids the high cost of using
temporary employees.
- Improved Candidate Experience: A timely and well-managed process
demonstrates respect for candidates, increasing the likelihood of attracting and
retaining top talent.

V. Conclusion:
Optimizing recruitment processes through careful consideration of lead time and
time sequence concerns is vital for organizational success. Strategic planning,
recruiter preparedness, and a focus on efficiency yield significant benefits,
including cost savings, improved productivity, and a more positive employee and
candidate experience. A well-managed recruitment function is an investment
that pays off in improved organizational performance.

Republic of the Philippines

 President Ramon Magsaysay State University
(Formerly Ramon Magsaysay Technological University)
Castillejos Campus
San Nicolas, Castillejos, Zambales

Networking
OJT
Unsolicited Applications

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Falloran, Ilyssa

1. Networking
 Networking is a powerful tool in the field of selection and recruitment. It
involves building and maintaining relationships with individual in your industry,
including potential candidates, hiring managers and other HR professionals.

Why is Networking important in Selection and Recruitment?

A. Access to a Wider Talent Pool:

 Passive Candidates: Networking allows you to identify and reach out to
passive candidates who may not be actively seeking new opportunities
but could be great fit for your organization.
 Referrals: Strong relationships with industry professionals can lead to
valuable referrals from trusted sources.

B. Enhance Employer Branding:

 Positive Reputation: Building a strong network can enhance your
reputation as a recruiter or hiring manager, attracting top talent.
 Industry Insights: Staying connected with industry leaders can help you
understand emerging trends and anticipate future talent needs.

C. Faster Hiring Processes:

 Pre-Screened Candidates:By leveraging your network, you can quickly
identify and pre-screen qualified candidates.
 Efficient On-boarding: Strong relationships with hiring managers can
streamline the on boarding process and ensure a smooth transition for
new hires.

Effective Networking Strategies for Recruiters:

 Industry Events and Conferences

 Social Media
 Professional Associations
 Alumni Networks
 Referrals

2. On the Job Training (OJT)

OJT is a simple way to train new employees. Instead of classroom training,
new hires learn by doing their actuals job tasks. A more experienced worker,
called a trainer, guides the new hire.

How OJT works in Recruitment and Selection?

I. Identify Training Needs: Figure out what skills and knowledge the new
hire needs.
II. Choose a Trainer: Pick an experienced worker who can teach well.
III. Create Training Plan: Make a plan for what the new hire will learn and
when.
IV. Train the Trainer: Teach the trainer how to train effectively.
V. Start the Training
VI. Evaluate the Training
 Benefits of OJT:

OJT offers practical learning, is cost-effective, accelerates skill development,

and boosts employee morale.

3. Unsolicited Application
This is a job application sent to a company even though they haven’t
advertised any specific job openings. It’s a proactive way to show interest in a
company and potentially land a job.

Why send and unsolicited application?

I. Proactive Approach: Shows initiative and eagerness to work to the company.

II. Potential Future Opportunities: Companies may keep your application on file
for future openings.
III. Networking opportunities: Can lead to connections within the company.

To increase your chances of a successful unsolicited application, research the

company, tailor your cover letter, be specific, keep it concise and follow up
politely.
 Republic of the Philippines
President Ramon Magsaysay State University
(Formerly Ramon Magsaysay Technological University)
Castillejos Campus
San Nicolas, Castillejos, Zambales

Alumni Placement
Officers
Job Fairs

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Ludovice, Rhealyn
Alumni Placement Officers: A Bridge Between Academia and
Industry

Alumni placement officers play a crucial role in the recruitment and

selection process, especially when it comes to connecting recent
graduates with potential employers. Here's a breakdown of their key
responsibilities:

Recruitment:

1. Identifying Employer Needs:

o Understanding the specific requirements and hiring needs of
various organizations.
o Building and maintaining strong relationships with companies,
especially those with a history of hiring alumni.
2. Job Posting and Promotion:
o Creating attractive job postings on the university's job board
and other relevant platforms.
o Promoting job opportunities through email newsletters, social
media, and other communication channels.
3. Networking and Outreach:
o Attending industry events, career fairs, and alumni gatherings
to connect with potential employers.
o Leveraging alumni networks to identify new job opportunities
and partnerships.

A job fair, also known as a career fair or job expo, is an event where
employers, recruiters, and educational institutions gather to connect with
potential employees. It's a great opportunity for job seekers to:

 Meet with multiple employers: Network with various companies

and learn about different job openings in one place.
 Get immediate feedback: Receive feedback on their resumes and
qualifications directly from employers.
 Learn about different industries: Gain insights into various
industries and career paths.
 Practice interview skills: Gain experience in face-to-face
interactions with potential employers.

For employers, job fairs offer a chance to:

 Efficiently screen candidates: Quickly assess a large number of

potential candidates.
 Build brand awareness: Promote their company and attract top
talent.
 Network with other businesses: Connect with other industry
professionals and potential partners.
Overall, job fairs provide a valuable platform for both job seekers and
employers to connect and explore potential opportunities.

Republic of the Philippines

President Ramon Magsaysay State University
(Formerly Ramon Magsaysay Technological University)
Castillejos Campus
San Nicolas, Castillejos, Zambales

Associations
Private Employment
Agencies

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Manzano, Jovelyn
ASSOCIATION
Most trade association maintain a central clearing house of candidates who wish
to change jobs. Trade shows, conventions and seminars sponsored by association
can also provide valuable opportunities to meet potential employees
Associations are created to establish strength and unity in working towards
common goals and virtually every profession. Also associations are important
because they bring people together with common interest and can help them in
many ways including networking, learning, building relationships, advocacy and
research.

PRIVATE EMPLOYMENT AGENCIES

These organizations match job seekers with potential employers for a fee usually
paid by the employer once a candidates is hired. These agencies offer a range of
services, from temporary placements to permanent positions, catering to both
employers’ staffing needs and job seekers’ aspirations.
Benefits of Using a Private Employment Agency
For Job Seekers
•Access to Exclusive Opportunities: Many job openings are not advertised publicly.
Employment agencies have access to these exclusive positions.
•Expert Guidance: Agencies offer expert advice on resume writing, job interviews,
and career planning.
•Time-Saving: Agencies streamline the job search process, making it faster and
more efficient for job seekers.
For Employers
•Qualified Candidates: Agencies provide a pool of pre-screened, qualified
candidates, saving employers time and effort in the hiring process.
•Flexibility: Employers can quickly fill temporary or contract positions to meet
short-term needs.
•Strong Relationships: Agencies build strong relationships with businesses,
understanding their specific staffing needs and culture to find the best match.

Conclusion: What Does a Private Employment Agency Do?

Private employment agencies are a vital link in the employment chain, providing
valuable services to both job seekers and employers. By understanding our role
and the benefits we offer, you can make informed decisions about using our
services for your next job search or hiring needs. Whether you are looking for a
temporary gig, a permanent position, or specialized employment, private
employment agencies can help you find the right opportunities and the best
candidates.
 Republic of the Philippines
President Ramon Magsaysay State University
(Formerly Ramon Magsaysay Technological University)
Castillejos Campus
San Nicolas, Castillejos, Zambales

Outplacement Agencies
Temporary Services

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Lozano, Dan Joshua

OUTPLACEMENT AGENCIES

Outplacement agencies specialize in assisting employees who are facing job loss.
These agencies provide a range of services designed to ease the transition and
help individuals find new employment opportunities.

What they are:

Outplacement agencies help people who have lost their jobs find new ones.
What they do:
They offer career coaching, resume writing, interview practice, and job search
strategies.
Why they’re helpful:
They make the job search process easier and less stressful.
How to choose one:
Look for agencies with a good reputation, experience in your industry, and
personalized services.
In short:
Outplacement agencies are like career coaches who help you get back on your
feet after a job loss.

TEMPORARY SERVICES

Temporary services are services that are provided for a limited time, typically to
meet a specific need or fill a temporary gap.

Example:
In a business:
A retail store needs extra help during the holiday season. They hire temporary
staff to handle the increased customer traffic and workload.

In a personal:
A family is going on vacation and needs someone to watch their pets. They will
hire a temporary pet sitter.
 Republic of the Philippines
President Ramon Magsaysay State University
(Formerly Ramon Magsaysay Technological University)
Castillejos Campus
San Nicolas, Castillejos, Zambales

Advertising
Internet Job Banks
External Job Banks

Submitted to:
Ma’am Rosana Boqueron

Submitted by:

Nero, John Mark

ADVERTISING
Advertising is a form of communication used to persuade and audience to take
some action, typically buying a product or services.

Objectives of Advertising
Increasing brand awareness – Introducing a new product or service to the
market and building recognition for a brand.
Generating leads – Encouraging consumers to contact a business for further
information or a purchase.
Building brand loyalty – Cultivating positive associations with a brand and
fostering repeat customers.

Impact of Advertising
Consumer behavior – Shaping preferences, purchasing decisions and brand
loyalty.
Economic growth – Stimulating demand, fostering competition and creating
jobs.
Cultural trends – Reflecting and shaping societal values, norms, and
aspirations.

INTERNET JOB BANKS

Job banks are websites where job seekers can search and apply for job openings
online. They
are sometimes called job boards.

Benefits of using internet job banks

Accessibility – Online job banks are readily accessible from anywhere with an
internet connection, eliminating geographical limitations and expanding
opportunities.
Convenience – Job seekers can browse and apply for jobs at their own pace,
without the constraints of traditional methods like in-person visits or phone calls.
Efficiency – Online platforms allow for quick and easy application submission,
often with prefilled forms and automated tracking systems.
Vast selection – Internet job banks aggregate job listing from various sources,
offering a comprehensive overview of available positions.
Targeted Search – Advanced search filters allow job seekers to narrow down
their search based on specific criteria like industry, location, salary, and
keywords.

EXTERNAL SELECTION
External selection, a crucial aspect of human resource management, involves the
process of
identifying and recruiting qualified candidates from outside an organization to fill
vacant
positions.
Stages of External Selection
1. Recruitment
2. Application screening
3. Selection testing
4. Interviews
5. Background checking
6. Offer employment