HUMAN
RESOURCE
RECRUITMENT
chapter 3

OBJECTIVES
After this lesson, you should be able to:
 Have an idea on how different methods of human resource
recruitment are done know the advantages and disadvantages
of the different methods of recruitment:
 Name the two major sources of manpower.
 Choose from the different methods which one is more effective
appropriate applicable and less expensive to use in recruiting
manpower.
 Define recruitment, job posting, the word-of-mouth system,
advertising media, wak-ins and unsolicited applicants, campus
or university recruitment, job fair and open house, government
agencies and internet; and

THE REALITY OF EMPLOYMENT
SITUATION ON THE PHILIPPINES
AND AS AN FUTURE HR
EMPLOYEE, HOW WE CAN
MANAGE WITHIN IT.
-INTRODUCTION -

The question, however, is are these
available human resources ready to
assume the Iimited avaliable vacancies
in the competitive world of works? How
prepared are the college graduates to
assume new challenges and the
complexities of increasing technological
advances?
-INTRODUCTION -

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 jobs in the organization.
Meeting Needs of Human
Resources

Meeting Needs of Human Resources
The process starts soon as the need for additional
personnel is identified.
This process will thoroughly review and analyze the
manpower requirements, in case the results of the
analysis reveal that the vacancy should be filed up,
then the human resource department will announce
the need for the manpower.

Meeting Needs of Human Resources
To serve the best interests of the company, the
recruitment officer must identify the knowledge.
skills and abilities that individual applicant must
possess in order to tackle the duties and
responsibilities in the vacant position.
The reference for the qualification requirements
is in the existing job description

1. The Internal
Source -
These are the
qualified
candidates from
the company and
within the ranks of
its present
employees.
Two Major Sources of
Candidates to fill the Vacant
Positions?

Two Major Sources of
Candidates to fill the Vacant
Positions?
 Promotions from within generate a chain effect since
they lead to other vacant positions that may also be
filled up from within the organization boosting the
morale of employees and encouraging them to perform
well.
 The employees look forward to the brighter future, as
management recognizes the performance of the
employees within the organization
 Inexpensive


2. The External Source
The hiring from the outside
source is a management
option, it thinks that no one
from within among the next
rank of employees can
successfully perform the job or
deliver the required output,
then hiring an outsider would
be inevitable.
Two Major Sources of Candidates to fill the
Vacant Positions?

 This could also be resorted to when the new vacant
position requires added skills due to the introduction of
new technology and the need is immediate and
necessary
 The culture of conflict among employees who are vying
for a new position. This practice of hiring from outside is
resorted to by management to eliminate dissensions
among internal employees competing for promotions.


This is due to:

This is the process by which
internal recruitment is
accomplished. Every time a
position becomes available it is
posted in the company bulletin
board for the information of all
interested parties. Qualified
employees are given preference for
promotion or transfer to another
section.
1. Job Posting

The information posted in the bulletin board should
specify and contain the job description:
 the department where there is a vacancy, salary
grade, work schedule and work conditions.
 The deadline for applications should also be stated
so that at the end of the scheduled date,
management may open the position to outside.
The standard time for job posting is a period of one
week to two week.

Promoting or transfering employees from
within offers the following advantages
a. it creates an opening for a lower easy to fill
b. The more of the employee booted
c. Hidden fant may be uncovered and ubed
d. It saves considerable time and money.
e. Employees are already familiar with the
company policy and the job itself and
therefore less adjustment is necessary

a. Supervisors and managers want to promote someone
from the department whom they have groomed for the
position
b. Some management members may be upset with
employees who apply for jobs outside their department
and tend to take such a move pony
c. Losing on employee to job posting may mean having to
wait for replacement that may not be as good.
d. Some companies believe that it is better to bring new
blood rather than recycling existing ones
Some companies would not like to
resort to job posting for the following
reasons;

The following guidelines may help in its successful
implementation
a. The employee must have been with the company for at least
one year and must be in the curent position for at least months
b. The employee must have a rafting of Very Satisfactory
before he can apply for the posted vacant position.
c. The employee can only apply for not more than three times
in one year.
These guidelines will help prevent the problem of
revolving door employees who may opt to apply for
virtually every job posted, lobo treats the process in a
sous manner and lends credibility, thus increasing its

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 rectument systems.
As soon as people know that
there's a job opening the word
spreads around.

The Chinese company
would prefer an applicant
who is recommended by
somebody who is loyal and
tested and has worked with
them for a number of years.
They would prefer to hire an
employee's relatives or
trends.
Very few Chinese
companies will advertise for
new positions as they
regard the word-of-mouth
an effective means of
recruitment especially those
recommended by the
company employees
a. Regionalism may dominate over
the company employees.
e.g. Tagalogs will recommend those
from the same region, the Ilocanos
will dominate if the one at the helm is
an Ilocano and so on.
b. Pulling of strings and the
"padrino"system may prevail in the
hiring of employees that discriminate
against omer applicants who may be
more qualified
Following precautionary measures
should be observed:

3. Advertising Media
One popular and often effective
means soliciting applicants is
advertising it through the media,
like newspapers, magazines,
radio or television. Careful
usually resulting in hiring,
planning in terms of content,
timing and location can
generate a large response.

a. For special skills. the ad must clearly stipulate the skills required.
b. In scouting for talent, the wording of the ad should be specific.
c. For applicants who want to know all about specifics, the ad must
contain the duties and responsibilities of the position.
d. Include the details where the applicant should send the resume
or bio-data or where to apply personally if required.
e. Be direct and straight forward in wording the ad.
f. Avoid cute and unprofessional phrases as it may reflect on the
image of the organization
g. Hire an advertising agency if you are not sure of what to put in
the ad.
h. For hiring of executive positions, the services of a consultancy
agency may be employed
The advertisement should reach the target clientele and
it should be designed according to the following
guidelines:

Agencies may also be able to provide
advice as to the best day of the week to put
an ad.
Sunday is a good day
for all positions.
Other newspapers
and magazines have it
on Saturdays.

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. This is usually done
to avoid responding to a flood of
phone calls or unwanted
resume's
What are blind
ads?

The following are the
disadvantages:
a. There might be a limited number
of applicants for the "hard to fill
positions"where you want
interested applicants to
immediately get in touch with you.
b. Blind ads discourage some
applicants to apply, as it may be
the same company they are
working with.
c. Some applicants may have
applied for the same position not
too long ago and it is a waste of
time.
When scanning personal files for
existing applicants compare
carefully the background and
skills with the requirements of
the available position needed to
fill up. Also review the notes of
the previous interview and if
possible talk to him in person.
There are those applicants who
may not be able to pass the
initial interview due to various
reasons or they may be qualified
but there were not many
positions available at the time of

4. Walk Ins and Unsolicited Applicants
These unsolicited applicants could be
a possible source of outstanding
employees. They are not, however,
treated very seriously by the human
resource department or the company
receptionist. Most often the application
letters or resumes one put in the waste
basket or at times put in the without
even looking at the potential
qualifications of the applicants

a. Applications should be categorized into different skills or
qualifications
b. A day of the week must be scheduled for the interview of the
applicants those who pass should be put in the active for three
months for future reference, the applicants should be noted that
their applications are for possible consideration and that they
may be called within the specified period. After such period, the
applications could be discarded
c. Unsolicited applications can be reviewed with the list of
openings in mind.
The following guidelines may be put into
advantages for Walk in or Call In applicants

Colleges are indisputable
sources of talent for an
organization to top. Recent
graduates are considered
highly desirable for companies
to select, groom and develop
recruits from top schools in the
country.
5. Campus or University
Recruitment

The job fair and open
house are popularly
increasing as
recruitment sources.
6. Job Fair and Open
House

Some local government units have their
placement offices look for possible
employments for their constituents. The
Dole has also an agency that complies
applications for referral to the different
companies. They screen and refer many
applicants usually for manual or
unskilled positions. Some are new
college graduates or protegees at
politicians who may not be qualified for
the job.
7. Government
Agencies

Radio and television are now used
as mediums for manpower
recruitment. Since the coverage of
the advertisement is of great
magnitude, more qualified
applicants can be reached and
could even tempt other applicants
who are not actually looking for
jobs.
8. Radio and Television

a. It is very costly, as the message has to be repeated to
get the target audience
b. The message must be convincing and should be done
by a professional.
c. The message on radio and television should be sincere
and pleasing.
d. The name of the company must be repeated including
the telephone number so that the audience can remember
where to contact the company.
While they have the advantage for job
recruitment the following are some points to
consider

The internet could become
another source of employment
opportunities Company profiles
and job placement could
eventually come into the
internet. While this method is
not frequently resorted to at the
moment, it will come easy and
handedly in the future.
9. The Internet

The following advantages are:
a. Application letters or resumes could immediately be
sent to the company
b. Immediate answers could be available through e-
mail
c. Other necessary information could be avaliable from
the applicants.
d. Immediate needs of the company on manpower
requirements could be answered in a short time.
e. They are less costly and get immediate response.

That's it, and
thank you for
listening.