CHAPTER 3: HUMAN RESOURCE d) It saves considerable time and

RECRUITMENT money
● Meeting Needs of Human Resource e) Employees are already familiar
with the company policy and the
● What are the Two Major Sources of
job itself and therefore less
Candidates to Fill the Vacant
adjustment is necessary
Positions?
● Different Methods of Human
Resource Recruitment Some companies would not like to
resort to job posting for the following
reasons:
Recruitment- Is the process of
a) Supervisors and managers want
attracting the best individuals to join the
to promote someone from their
company on a timely basis in sufficient
department whom they have
numbers and meeting the qualification
groomed for the position.
requirements, thereby encouraging them
to apply for the jobs in the organization. b) Some management members
may be upset with employees
who apply for jobs outside their
Two Major Sources of Candidates to Fill the department and tend to take such
Vacant Position a move personally.

1. The Internal Source- These are c) Losing an employee to job

the qualified candidates from the posting may mean having to wait
company and within the ranks of for replacement that may not be
it’s present employees. as good.

2. The External Source- The hiring d) Some companies believe that it is

from the outside source is a better to bring new blood rather
management option. If it thinks than recycling existing ones.
that no one from within among
the next rank of employees can
successfully perform the job or The success of job posting depends
deliver the required output, then largely on how well it is designed and
hiring an outsider would be monitored. The following guidelines
inevitable. may help in its successful
implementation:
Different Methods of Human
a) The employee must have been
Resource Recruitment with the company for at least one
1. Job Posting – this is the process year and must be in the current
by which internal recruitment is position for at least 6 months.
accomplished. Every time a b) The employee must have a rating
position becomes available it is of Very Satisfactory before he
posted in the company bulletin can apply for the posted vacant
board for the information of all position.
interested parties.
c) The employee can only apply for
Promoting or transferring employees not more than three times in one
from within offers the following year.
advantages:
a) It creates an opening for a lower
easy-to-fill position 2. The Word-of-Mouth System – this
method of recruitment is found to
b) The morale of the employee is be effective in local situations. It
boosted is one of the least expensive
c) Hidden talent maybe uncovered recruitment system.
and utilized On the surface, word-of-mouth appears
to be an ideal recruitment source. It is
 certainly an effective tool but the blind aids-These are ads that do not
following precautionary measures reveal the identity of the company,
should be observed: instead they give a box of number where
the resume or pertinent papers will be
a) Regionalism may dominate over forwarded. This is usually done to avoid
the company employees. responding to a flood of phone calls or
Tagalogs will recommend those unwanted resume’s.
from the same region, the
Ilocanos will dominate if the one
The following are the disadvantages:
at the helm is an Ilocano and so
on. a) There might be a limited number
of applicants for the “hard to fill
b) Pulling of strings and the
positions where you want
“padrino” system may prevail in
interested applicants to
the hiring of employees that
immediately get in touch with
discriminate against other
you.”
applicants, who may be more
qualified. b) Blind ads discourage some
applicants to apply, as it may be
the same company they are
3.Advertising Media – one popular and working with.
often effective means soliciting
c) Some applicants may have
applicants is advertising it
applied for the same position not
through the media, like
too long ago and it is a waste of
newspapers, magazines, radio, or
time.
television.
The advertisement should reach the
target clientele and it should be 4. Walk Ins and Unsolicited
designed according to the following Applicants – these unsolicited
guidelines: applicants could be a possible
source of outstanding employees.
a) For special skills, the ad must
They are not, however, treated very
clearly stipulate the skills
seriously by the human resource
required.
department or the company
b) In scouting for talent, the wording receptionist.
of the ad should be specific.
The following guidelines may be
c) For applicants who want to know put into advantages for Walk In or
all about specifics, the ad must Call in applicants:
contain the duties and
a) Applications should be
responsibilities of the position.
categorized into different skills or
d) Include the details where the qualifications.
applicant should send the
b) A day of the week must be
resume’ or bio-data or where to
scheduled for the interview of the
apply personally if required.
applicants. Those who pass
e) Be direct and straight forward in should be put in the active file for
wording the ad. three months for future reference.
The applicants should be notified
f) Avoid cute and unprofessional that their applications are for
phrases as it may reflect on the possible consideration and that
image of the organization. they may be called within the
g) Hire an advertising agency if you specified period. After such
are not sure of what to put in the period, the applications could be
ad. discarded.

For hiring of executive positions, the c) Unsolicited applications can also

services of a consultancy agency maybe be reviewed with the list of
employed. openings in mind. Possible job
matching can be pursued, either
 by telephone or by mail. This 7. Government Agencies – some
system could work effectively if local government units have their
the company has embarked on placement offices look for possible
manpower planning. employments for their constituents.
The DOLE has also an agency that
5. Campus or University
compiles applications for referral to
Recruitment
the different companies. They screen
Colleges are undisputable and refer many applicants usually for
sources of talent for an organization manual or unskilled positions. Some
to tap. Recent Graduates are are new college graduates or
considered highly desirable for protegees of politicians who may not
companies to select, groom and be qualified for the job. Some
develop recruits from top schools in referrals are accommodated at times
the country. The most suitable for political patronage.
candidates are from the University of
the Philippines, Ateneo University,
and De la Salle Mapua University 8. Radio and Television – are now
produces good engineers. There are used as mediums for manpower
little elite schools that produce good recruitment. Since the coverage of
potentials for future executives an the advertisement is of great
experienced person in the filed of magnitude, more qualified applicants
recruitment other schools like can be reached and could even
Polytechnic University of the tempt other applicants who are not
Philippines for computer and actually looking for jobs. While they
business courses and the have the advantage for job
Technological University of the recruitment the following are some
Philippines for the technical and points to consider:
Engineering courses. Both are
a) It is very costly, as the message
government universities that produce
has to be repeated to get the
scholars from poor and average
target audience.
families. There are still a lot of other
schools scattered all over the country b) The message must be convincing
that produce quality graduates and and should be done by a
are a good source of potential professional.
employees.
c) The message on radio and
television should be sincere and
pleasing.
6. Job Fair and Open House – are
popularly increasing as recruitment d) The name of the company must
sources. The organizational be repeated including the
representatives of the company telephone number so that the
gather and interview several audience can remember where to
applicants over a period of one to contact the company.
two days in some specified fields.
Brief interviews are conducted during
the job fair. Applicants submit 9. The Internet – could become
resume and bio-data for immediate another source of employment
reference. Those who are found to opportunities. Company profiles and
be qualified are called for further job placement could eventually come
interview at the company’s office into the internet.
where further tests and qualification The following advantages are:
checks are conducted. The
participating company may choose to a) Application letters or resumes
exchange information about the could immediately be sent to the
candidates depending on their company.
needs. b) Immediate answers could be
available through e-mail.
c) Other necessary information
could be available 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.