INTRODUCTION TO RECRUITMENT • It meets the organization’s social and

legal obligations with regard to the

workforce.
Recruitment
• It helps in identifying the job applicants
 Is best described as the way in and selecting the appropriate resources.
which an organization tries to
• It helps in increasing organizational
source or attract the people from
effectiveness for the short and long term.
whom it will ultimately make
• It helps in evaluating the effectiveness of
selections
the various recruitment techniques.
 process of identifying, screening,
shortlisting, and hiring potential • It attracts and encourages applicants to
resources for filling up vacant apply for vacancies in an organization.
positions in an organization. It is a
• It determines the present future
core function of Human Resource
requirements of the organization and
Management.
plans according.
 process of choosing the right
person for the right position at the • It links potential employees with
right time. Recruitment also refers employers.
to the process of attracting,
selecting, and appointing potential THE RECRUITMENT AND SELECTION
candidates to meet the PROCESS
organization’s resource
requirements.

Selection

 about choosing between job

candidates. It is about how to
make a fair and accurate
assessment of the strengths and
weaknesses of applicants and how TYPES OF RECRUITMENT
to identify the candidate who is
most likely to perform well in the I. OUTSIDE SOURCES
job. 1. Advertising. The usual manner of
locating potential hires is through
PURPOSE AND IMPORTANCE OF advertising. Although television
RECRUITMENT IN AN ORGANIZATION ads, radio, direct mail, and print
ads are effective forms of reaching
It determies the current and future job
job seekers, the World Wide Web
requirements.
should not be ignored.
▪ It increases the pool of jobs at a 2. Walk-Ins. A person who does not
minimal cost. apply in response to any type of
advertisement, but rather comes
• It helps in increasing the success rate of
into a company, submits an
selecting the right candidates.
application and a curriculum vitae
• It helps in reducing the probability of 3. Internet Recruiting. The
short-term employment. internet is one of the most
 popular ways of locating and 10. Professional Organizations.
attracting job applicants. Where better to look for
4. Employee Referral Program. professionals than in the heart
This is a type of recruitment of their organization? Civil
approach used by organizations Engineers have PICE: Philippine
to find applicants through the Institute of Civil Engineers and
help of their existing Certified Public Accountants
employees. This method have PICPA: Philippine Institute
assures the company that its of Certified Public Accountants
current employees will only
refer suitable candidates for the 11. Former Applicants. Not all
vacancy. applicants are hired. Previous
5. Head Hunters. These are applicants who showed great
search firms that help potential but was overtaken by
companies fill executive a better candidate might still be
positions. Click this link for an available for the newly vacated
example of a head hunter. position
6. Campus Recruiting. This is
becoming widespread especially 12. Labor Unions. Labor Unions
in highly developed firms. This provide a source of applicants
method forms a strong linkage due to the network of
with colleges and universities to connections.
search and eventually hire
students who possess the right I. RECUITMENT FROM
fit in terms of competencies WITHIN
7. Employment Agencies. These 1. Job Promotion. Promoting from
are either public of private within could make perfect sense
businesses. However, when it due to the fact that the
comes to providing potential candidate is already a
employment, both have the member of the work team, and
same aim – to assist companies managers already know their
with their staffing need performance level as well as
requirements. their good and bad qualities
8. Other Companies. It is not 2. Job Transfer. This occurs when
uncommon for companies to an employee moves from one
pirate competitors’ employees job to another that is relatively
by giving better offers. equal in pay, responsibility, and
9. Relatives and Friends. Some status.
companies may prefer to hire A STRUCTURE FOR
more familiar people that
RECRUITING AND SELECTING
complete strangers.
EMPLOYEES
1. Determine whether interview alone, or using
recruitment is necessary. some form of selection test.
It may be that the vacancy 5. Decide how to attract
can be filled in some other candidates. Making
way. Valuable information can decisions about how to
be obtained by conducting an market a vacancy is crucial —
exit interview with the person it ensures you reach your
who is leaving potential recruits, and
2. Analyze the job. Adopting a mistakes can be costly.
methodology for job analysis 6. Market the job. Once the
establishes what is required decision on where to market
of the post-holder. This has been taken, it is also
provides the information you important that you decide
will need in order to specify how to market.
the job and the person best 7. Sift and shortlist
suited to fill the vacancy applications. This means
reducing the number of
applicants to a manageable
number for selection. If too
few people are carried
3. Write a job description or
forward to the next stage it
competency profile, and
restricts your choice; too
person specification. The
many and it wastes time and
job description states the
leads to confusion.
purpose, responsibilities and
8. Hold selection interviews
conditions of the job. The
and/or events. The
person specification provides
selection method should
a framework of the qualities
have been agreed earlier.
and abilities that best fit the
The event itself must be well
job.
managed, not only to analyze
4. Decide on the most
the match between
appropriate application
candidate and job, but also to
and selection methods.
give a good impression of the
The common choice is
organization they may be
between the application form
joining.
and the curriculum vitae
9. Make a decision and offer.
(CV). You also need to decide
The decision about who to
at this stage how to select
appoint must be based on
the candidate - through
facts and evidence, not gut
reaction or instinct.
 10. Take up references. organizational needs for flexibility
References are usually and change
requested once a conditional
• leaving the process to chance -
offer has been made and
your gut instinct will tell you who's
they are a vital part of the
the best person to appoint at the
selection process.
time
11. Induct and train the
new employee. A good start ▪ appointing the most highly
is essential if you want the qualified person for the job, rather
person to be effective in their than the most suitably qualified
new role quickly. Thorough one
induction helps to build
▪ ignoring the need to take up
loyalty and commitment,
references it'll just delay the
thus increasing the chances
process
of retaining their skills within
the organization. ▪ throwing them in at the deep
12. Involve the same end on day one to let them find
people throughout the their feet it's a good test of
recruitment process. This character.
will help you achieve
consistency and consensus.

MANAGER’S ROLE

 which candidate has the

most suitable starting skills
 which candidate has the
potential to develop in the
role
 which candidate could best
enhance the team's working
practices
 which candidate will benefit
the
team/department/organisatio
n in the long term.

Mistakes managers can make

are:

• looking at the role in isolation,

without considering any