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Venzon Lighting Manufacturing

The document outlines Venzon Lighting Manufacturing's hiring process and procedures in 7 steps: 1) Manpower requisitions are initiated by department managers and approved by the president; 2) Job openings are posted for applicants; 3) The HR department screens applicants and conducts qualifying exams and interviews; 4) Reference and background checks are performed on final candidates; 5) Job offers are extended contingent upon clearance of checks; 6) New hires submit pre-employment documents and undergo medical tests; 7) New employees attend orientation on their start date conducted by HR and their department.

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Precious Mercado Quiambao
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103 views2 pages

Venzon Lighting Manufacturing

The document outlines Venzon Lighting Manufacturing's hiring process and procedures in 7 steps: 1) Manpower requisitions are initiated by department managers and approved by the president; 2) Job openings are posted for applicants; 3) The HR department screens applicants and conducts qualifying exams and interviews; 4) Reference and background checks are performed on final candidates; 5) Job offers are extended contingent upon clearance of checks; 6) New hires submit pre-employment documents and undergo medical tests; 7) New employees attend orientation on their start date conducted by HR and their department.

Uploaded by

Precious Mercado Quiambao
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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VENZON LIGHTING MANUFACTURING

www.venzonlighting .com
Lot 138 Panipuan, City of San Fernando, Pampanga 2000
Phone/Fax: +63 45 455 1939 Mobile: +63 9213276388

HIRING PROCESS & PROCEDURE

1. Manpower Requisition
Manpower requisition form must be completed to fill vacant positions. Requisitions must be initiated by the
department manager, approved by the president and then forwarded to the human resource (HR)
department.

Personnel requisitions should indicate the following: (see attached form)

 Position title.
 Status of the position.
 Reason for the opening.
 Essential job functions and qualifications (job description must be attached).

2. Job postings
All job openings are posted at the bulletin board for employees to review, online and barangay halls. Jobs
will remain posted until the position is filled.

All applicants for a posted vacancy will be considered on the basis of their qualifications and ability to
perform the job successfully.
3. Interview & qualifying exam process
The HR department will screen applications and resumes prior to scheduling interviews and exams.
Pre-employment tests are conducted before the actual interview to measure the applicant’s true capabilities
and characteristics.

Pre-employment tests generally fall into three categories:

 Aptitude - measure critical thinking, problem solving, and the ability to learn, digest and apply new
information.
 Personality - can measure many different traits
 Skills tests - measure job-related competencies; broad ones like verbal, math, and communication
skills
Initial interviews are generally conducted by the HR department. Second interview will be conducted by the
hiring manager/supervisor. After completing the interview process, the hiring manager or supervisor has the
authority to make the hiring decision.
For managerial/supervisory positions, the President will conduct the final interview and make the hiring
decision.
Interviewer must use the candidate interview evaluation form and forward it to the HR department after the
interview.
VENZON LIGHTING MANUFACTURING
www.venzonlighting .com
Lot 138 Panipuan, City of San Fernando, Pampanga 2000
Phone/Fax: +63 45 455 1939 Mobile: +63 9213276388

All applications and resumes of applicants selected or not must be kept by the HR department for
documentation.

The HR department will notify applicants who are not selected for the position.
4. Reference checks, criminal background checks, and drug and alcohol testing
After a decision has been made to hire a particular candidate, an offer will be made to that individual on
satisfactory completion of reference checks and criminal background checks.

The HR department will check references for all candidates and contact final candidates to complete a pre-
employment drug and alcohol screen.
5. Job offers
If the HR department receives satisfactory results from the reference checks, criminal background check,
and the drug and alcohol screen, it will notify the candidate to confirm the job offer.
6. Schedule of Contract Signing and submission date of the pre employment requirments
Pre-employment requirements are:
 Barangay Certificate
 Police Clearance
 NBI
 Diploma
 Transcript of Records
 Certifiacte of Employments
 Medical Tests: Urine, Stool, Xray, Drug, CBC
 SSS
 HDMF
 PHIC
 TIN
 Birth/marriage Certificates and dependents’

7. Initial start date and orientation


On an employee's start date, an orientation with the HR department will be conducted.

The new employee's manager or supervisor is responsible for providing a department orientation for the
new employee

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