DR. FILEMON C.
AGUILAR MEMORIAL COLLEGE
College of Business Administration
Golden Gate Subdivision, Talon 3, Las Piñas City
Course Code and Title : BACR 1 Human Resource Management
Lesson Number : Module 3- Recruitment
Introduction :
This lesson helps students, develop an understanding of the role of recruitment
and selection as it relates to human resource management (HRM) in an organization.
They can use what they learned on how to apply the most effective type of
Recruitment and Selection as per their specific requirement, in their respective project
environments and to be able to have a basic understanding of the complexity of
Recruitment and Selection that an HR manager handles for hiring a right candidate
for a required vacant position.
Learning Objectives :
At the end of this lesson, you should be able to:
Develop an understanding of the role of recruitment as it relates to
human resource management (HRM) in an organization.
Valuing the different methods of recruitment that are needed to avoid
failure factors.
Diagram separately the recruitment process.
Lesson Presentation:
Recruitment is a process of identifying,
screening, shortlisting, and hiring
What is RECRUITMENT? potential resource for filling up the
vacant positions in an organization. It is
a core function of HRM. It is the
process of choosing the right person for
the right position and at the right time.
Recruitment also refers to the process of attracting, selecting, and appointing
potential candidates to met the organization’s resource requirement.
Recruitment is a process of pooling potential candidates with possible
knowledge and skills and choosing from the pool of candidates by using specific
instruments that will succeed in the job given management goals and legal
requirements.
The hiring of candidates can be done internally i.e. within the organization or
from external sources. And the process should be performed within a time constraint
and it should be cost effective.
The Importance of Recruitment for HR Professional
1. Determine the present and future requirements for manpower planning and job
analysis activities.
2. Increase the success rate of the selection process by eliminating under-qualified or
over-qualified applicants.
3. To reduce recruitment costs that may arise as a result of poor selection.
4. Increases organizational effectiveness by employing qualified and competent hands
that can meet the requirement of the organization.
5. Identify and prepare potential job applicants.
6. Evaluate the effectiveness of different recruitment techniques.
Different Methods of Human Resource Recruitment
A.) Internal Source
1. Job Posting - is a process of posting/advertising jobs within the organization.
2. Employee referrals - In this process, the present employees can refer their friends
and relatives for filling up the vacant positions.
3. Previous applicants - these applicants are those who have applied for jobs in the
past.
B.) External Source
1. Direct recruitment - where the recruitment of qualified candidates are done by
placing a notice of vacancy on the notice board in the organization.
2. Employment exchanges - where the details of the job seekers are stored and
given to the employers for filling the vacant positions.
3. Employment agencies - These agencies hold a database of qualified candidates
and organizations can use their services at a cost.
4. Advertisements - The job vacancy is announced through various print and
electronic media with a specific job description and specifications of the
requirements.
5. Campus recruitment - Campus recruitment is an external source of recruitment,
where educational institutions such as colleges and universities offer
opportunities for hiring students.
6. Word-of-mouth advertising – the job opening is spread out to the company’s
community of friends and families.
RECRUITMENT PROCESS
Recruitment is the process of finding and attracting potential resources for filling
up vacant positions in an organization. It sources the candidates with the abilities and
attitudes, which are required for achieving the objectives of an organization.
The recruitment process is a process of identifying the job vacancy, analyzing the job
requirements, reviewing applications, screening, shortlisting, and selecting the right
candidate.
To increase the efficiency of hiring, it is recommended that the HR team of an
organization follows the five best practices (as shown in the following image). These five
practices ensure successful recruitment without any interruptions. In addition, these
practices also ensure consistency and compliance in the recruitment process.
1. Identify the Hiring Needs
Once you identify the vacancies that exist, you can then define the
job specifications such as skills, knowledge, experience, etc.
You can determine your hiring needs by checking:
1. Any gaps in performance, skills or proficiencies that you need to fill
2. A sudden increase in workload that your team cannot seem to
handle
3. Any employees who will be leaving the company soon
2. Prepare Job Description
Once you know the skills, knowledge and experience gaps you need to fill,
define the job role, responsibilities and duties.
A complete job description helps you know what to look for in potential
candidates. It also serves as a checklist for candidates to tick before they decide
they are suitable for the role and apply- which means, more relevant candidates.
The elements that should be included in a job description are:
1. Title
2. Responsibilities
3. Necessary qualifications and skills
4. Compensation, benefits, perks and
5. Location
3. Talent Search Process
This is where you decide how to attract and retain the ideal candidates.
Here you should consider whether you can find a possible candidate from within
the company itself or whether you need to hire from outside.
4. Shortlisting the Candidates
Shortlisting is the process of identifying the candidates from your applicant
pool who best meet the required and desired criteria for the open requirements
and whom you want to move forward to the next step of your recruitment
process, which is usually some form of an interview.
5. Interviewing Candidates
Interviewing is an integral part of the recruitment process that helps in
removing unqualified or irrelevant candidates, which were received through
sourcing.
A job interview can help you compare potential candidates with others to
choose the one that best fits the needs of the role.
3 Types of Interview:
A. Structured interview have predetermined questions in a set order. They are
often closed-ended, featuring dichotomous (yes/no) or multiple-choice questions. While
open-ended structured interviews exist, they are much less common. The types of
questions asked to make structured interviews a predominantly quantitative tool.
B. An unstructured interview is the most flexible type of interview. The
questions and the order in which they are asked are not set. Instead, the interview can
proceed more spontaneously, based on the participant’s previous answers.
Unstructured interviews are by definition open-ended. This flexibility can help you
gather detailed information on your topic, while still allowing you to observe patterns
between participants.
C. Semi-structured interviews are a blend of structured and unstructured
interviews. While the interviewer has a general plan for what they want to ask, the
questions do not have to follow a particular phrasing or order.
6. Evaluating Candidates
In this process, the effectiveness and validity of the process and methods
are assessed. Recruitment is a costly process, hence it is important that the
performance of the recruitment process is thoroughly evaluated.
A job offer is the agreement that an employer extends to a candidate,
intending to hire them. Job offers may be formal or informal and given orally
and/or in writing. Candidates may choose to accept or reject a job offer as the
hiring manager gives it or negotiate additional terms.
7. Employee Onboarding
Onboarding is the process of providing new hires with the necessary
resources to enable them to fit into a company's culture.
