Chapter 3: Recruitment of Employees
Once there is an approved request to fill up a position, the next step is for HR to develop an
applicant pool using either internal or external recruiting. An organization needs to hire the
most qualified people it can at the most competitive price. Before an organization is able to
hire an individual, it must locate qualified applicants who are looking for jobs—known as
establishing an applicant pool. An effective employee selection procedure is limited by the
effectiveness of the recruitment process. Outstanding job candidates cannot be selected if they
are not included in the applicant pool.
Attracting qualified people refers to recruitment and it represents one of the major
responsibilities of the HR manager. In an era when the focus of most organizations is on
efficiency and effectively running the organization, recruiting the right person for the right
job is a top priority.
Recruitment on the Internet²⁴
The Internet has truly changed the way we conduct business today. We now have the ability
to do virtually everything from our computers and recruiting is one of them.
Using the Internet is the fastest, simplest, and most convenient or most cost effective way to
reach hundreds of thousands of qualified candidates, 24 hours a day, and 7 days a week.
Responses occur instantly and the results are measurable. Different recruitment sites can
provide you with statistics such as how many people looked at your job posting, how many
people submitted their resumes, as well as where your job ranked with other organizations
recruiting for the same position.
Jobseekers have always wanted detailed job descriptions. They want to know what the job
entails, the qualifications for the job that are most important, and what you can offer them as
an organization. Recruitment sites can provide job seekers with detailed information on the
qualifications you are looking for in a candidate. You can even create a customized response
form to help filter your applicants further.
Picking Employment Sites²⁵
[Link] can be a big help to recruiters. Considering there are literally thousands of Web
employment sites and most of the time there is information overload, as employer, where
should you post your jobs? [Link] provides a list of employment sites with different
categories.
²⁴ MedZilla, Inc., [Link] ²⁵ [Link], Creating an Internet Resume,
[Link]
a. Job Sites by Location – job sites with a geographic focus to help you find appropriate
local resource for your postings. b. Employment Super Sites – sites that provide visibility in
all regions. c. Specialty Employment Sites – sites that provide category based information
based on the vacant position.
b.
Using Employment Sites to Post Your Job Openings
a. Job postings on a Web site are very different from typical newspaper ads where you are
paying per word posted in the spread. b. You are not restricted by the number of words you
can use in your ad posting, and most employment sites have search engines for applicants to
use in finding job postings. c. You can offer as many ways as possible for the applicant to
reach you: phone, fax, email, and "snail mail" with your complete address. d. You can
respond immediately with an acknowledgment, personal if possible, to the applicant via
email.
Online Job Search for Applicants
1. Identify the jobs, employers, and locations that interest you, and find out where you can
submit your application based on your qualifications. The Web is a treasure of useful
information. [Link]'s "Find an Employer" section has links to how-to articles,
directories of employer sites, and list of potential employers.
2. Read the "Know BEFORE You Go (or Apply)" series of articles by Job research expert
Parmele Eastman about choosing the best potential employers and gathering necessary
information to prepare a cover letter and resume to impress interviewers with your knowledge
of them and their organization.
3. Once you know the job you want and have collected the necessary information about the
job and your prospective employer, you need to create a resume, learn how to complete online
forms, and customize your LinkedIn Profile or your personal resume Web page with
"keywords" for recruiters to find you.
4. Establish an email account, different from the one you use in your job or your school. Use
this personal account that your current employer cannot read and enable potential employers
and other job search contacts to get in touch with you easily and safely.
Tips to Job Applicants to Avoid Illegal Recruitment²⁶
1. Do not apply at recruitment agencies not licensed by POEA or the Philippine Overseas
Employment Administration. 2. Do not deal with licensed agencies without job orders. 3. Do
not deal with any person who is not an authorized representative of a licensed agency.
Recruitment Process/Recruitment Plan
This plan is an effort to quickly fill the HR request with an individual who first satisfies the
job specifications.
1. Formulating a recruiting strategy This is a choice between internal and external
recruiting strategy.
Comparison of Promotion from Within (Internal Hiring) versus External Hiring
Promotion from Within Advantages:
Provides greater motivation for good performance
Provides greater promotion opportunities to all employees
Improves morale and organizational loyalty
Enables employee to perform the new job with little loss of time
Familiar with the organization on how it operates
Disadvantages:
Promotes inbreeding (meaning of thinking and stale ideas)
Makes it difficult for people outside and pressures to compete
Requires a strong management development program
Creates a homogeneous workforce
External Hiring Advantages:
Provides new ideas and new insights
Allows employee to make changes without having to please constituent groups
Does not change the present organizational hierarchy
Disadvantages:
Loss of time due to adjustment
Destroys incentive of present employees to strive for promotions
No information is available if the applicant can blend with the rest of the group
2. Searching for job applicants The applicant search may involve traditional recruiting
methods or through the use of e-recruitment.
3. Screening applicants Applicants should be screened to eliminate individuals who are
obviously unqualified.
4. Maintaining an applicant pool Applicant pool consists of individuals who have expressed
an interest in pursuing a job opening and who might be feasible candidates for the position.
Sources of Applicants
A. Internal Sources – the use of promotion from within taking into consideration the
advantages and disadvantages. Companies post job openings and job specifications to inform
employees of job vacancies. For companies using IT, they have sites which are accessible to
all employees. Although the use of portals may be applicable for small organizations when
only one has to always take note of job opening, it is better to look at the current employees
first.
B. Referrals – present employees are asked to encourage friends and relatives to apply. This
is the most often used recruiting tool in small organizations.
C. External Sources 1. Job advertisement – placement of help-wanted advertisements in
newspapers, trade and professional publications, or on radio and television. 2. Employment
centers or agencies – agencies that charge a fee to the applicant they place. 3. Campus
recruitment – a primary source for entry-level job candidates. This is usually coordinated
with the university or college placement center. 4. Internships – for students with practicum
or on-the-job training, this helps them in honing their business skills, check out potential
employers and learn more about their likes and dislikes when it comes to choosing careers.
For employers, they can use their interns to make useful contribution while they are being
evaluated as possible full-time employees. 5. Job fairs/special events recruiting – joining or
sponsoring employment fairs. 6. Online recruitment/e-recruitment
Alternatives to Recruiting
1. Subcontracting/outsourcing – subcontract work to another organization wherein the
organization loses some of its control over work that is outsourced. The company takes full
operational responsibility for performing that function rather than just supplying the
personnel. This is now the trend for most companies to avoid recruitment of additional
employees.
2. Overtime – used to avoid the incremental costs of recruiting and hiring additional
employees for a short period of time.
3. Temporary help – use of temporary help services to fill the needs of companies on a
temporary basis. When the company is downsizing, temporary employees create a flexible
staff that can be laid off easily and recalled when necessary.
4. Employee leasing – similar to temporary help, but employees are not temporary. Large
companies issue the workers' paychecks, take care of mandatory tax and benefits issues,
compliance with labor regulations, and provide the required employee benefits.
Writing a Resume
A curriculum vitae is a document that describes your qualifications, including but not limited
to your education, skills, education, and professional experience. An employer mostly asks a
preview of how you can contribute to their company. A brief resume gives your employer
what you can offer them if they hire you.
For employers, the resume is a one pager. Big corporations get thousands of them every year
so you have to get their attention and assure your prospective employer that your resume is
worth a second look.
Resume writing is a critical task. People are always confused about resume writing. They
don't know what to write in a resume and what not to write. To get the attention of those in
charge with recruitment, you need to use words that would highlight what you do best since
your resume is the first step in "marketing" yourself to your prospective employer. In terms of
style and format, keep in mind the position and the company where you are applying.
Different Parts of Your Resume
1. Name, Address, and Telephone Number – These should be on top for companies to
remember your name. If possible, use a font size larger than what is used on the rest of your
resume.
Example:
DR. CRISPINA RAFOL CORPUZ
Ambid St. Silang, Silang, Cavite
09228155973
fanny104@[Link]
cropuz@[Link]
2. Job Objective – This is crucial because it informs the employer if there is a match between
the job vacancy and what you can offer. If you can offer what the employer is looking for,
he/she will read on.
Example:
Seek a position as an HR manager using my Ph.D. in HRM and proven record in human
resource management in both industry and the academe.
Seek a position as an advertising sales representative using my extensive background, proven
sales skills, and retail experience.
3. Education – List your educational experience in reverse chronological order. Include a
high GPA and any honors and awards received. Mention key courses relevant to the job you
are seeking.
Example:
University of Santo Tomas
Ph.D. in HRM GPA: 1.25
MS in HRM GPA: 1.5
Coursework: Compensation and Benefits Administration, Training and Development,
Performance Appraisal, Labor Relation, Career Development, Management Research,
Cooperative Management
Honors and Awards Received:
Magna Cum Laude (Ph.D. HRM, UST)
College and Deans List Scholar (UP Baguio)
Regional Finalist, Metrobank Outstanding Teacher
CHIMES Awardee, De La Salle University-Dasmariñas
4. Skills – Employers want to know what skills you have. Highlight that skills required of the
position you are seeking. By doing so, you increase your chances of creating a match in the
employer's mind. Use STAR (Situation, Technique, Action, Results—as a guide and template.
Positive results create positive reactions. If you can quantify your results, you are talking in a
language employers understand.
Example:
Prepared the Personnel Policy Manual of Caffmaco and the Personnel Policy Manual for
Silang Municipal Employees. Prepared a textbook in Human Resource Management (1st,
2nd, and 3rd edition) and the Human Resource Manual for Cooperatives.
Organizational Ability: Actively involved in arranging and initiating leadership and research
conferences; responsibilities include massive information campaign to ensure maximum
attendance, preparing and coordinating the different activities involved.
5. Work Experience – List in reverse chronological order. Play up your work if it is career-
related or requires skills you want to emphasize. Whenever possible, use job descriptions that
are results-oriented.
Example:
Employment Background: Caffmaco Feeds Inc. Personnel Officer
Duties: Prepared the personnel policy manual
Updated the company's job description
Initiated training programs to enhance the skills of the employees
Revised and updated the performance appraisal methods and the
salary scale by means of conducting wage and salary survey
6. Communication Skills Example:
Reinforced and interpreted company procedures and policies to newly hired employees during
orientation.
7. References – Choose them carefully. The trend is not to include the references on the
resume. It is better to use every precious inch of space to promote yourself. Initially, you can
just place there that references are available upon request.
Web Sites for Philippine and Overseas Jobs
[Link] Excellent web site for Filipinos to find English teaching jobs abroad
[Link] Overseas jobs for Filipinos posted by Philippine recruitment agencies
licensed by POEA
[Link] The official web site of the Philippine Overseas Employment Administration
which contains overseas job vacancies
[Link] The site of JobStreet Philippines which is part of JobStreet Network. You
can expand your job search out of Philippines by going to other JobStreet sites.
[Link] Best Jobs Philippines, a Philippine job listing site with mostly local, but also
overseas jobs
This completes the full extraction of the readable text from all four images. The text covers a
comprehensive guide to recruitment processes, resume writing, and job search strategies, with
particular focus on the Philippine context.