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PDF Maricar Module 4 Recruitment 1

This document covers recruitment, selection, placement, training and development as part of talent acquisition and management. It discusses the importance of recruitment and intelligent selection of employees. The document also describes different recruitment sources, types of interviews, and factors that affect an organization's ability to recruit qualified candidates.

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25 views16 pages

PDF Maricar Module 4 Recruitment 1

This document covers recruitment, selection, placement, training and development as part of talent acquisition and management. It discusses the importance of recruitment and intelligent selection of employees. The document also describes different recruitment sources, types of interviews, and factors that affect an organization's ability to recruit qualified candidates.

Uploaded by

rufondavid
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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MODULE 4

Part III.
Talent Acquisition,
Development &
Management
A. RECRUITMENT
B. SELECTION &
PLACEMENT
C. DOCUMENTATION
D. TRAINING &
DEVELOPMENT
E. PERFORMANCE
APPRAISAL
A.
of
Employees
*
Introduction

Recruitment is very crucial to the organization’s


success because this is the entry point of would-be
employees. It is a must then that a qualified recruiter
is in place to ensure that job candidates are properly
screened and selected based on the qualifications set
forth for the job.

Learning Objectives
1. To explain the factors that affect an organizations
ability to recruit
2. To describe the different recruitment sources and
how recruiters can measure their effectiveness.
3. To introduce the different interview techniques for
selecting the most qualified candidates for job
opening
IMPORTANCE OF INTELLIGENT
& CAREFUL SELECTION
 It produces the best contributors to
the company’s productivity.

 Even if other companies copy & bettered the


resources of an organization (physical, financial
& capital),the competent workforce are hard to
duplicate & remains as the competitive
advantage.
IMPORTANCE OF INTELLIGENT
& CAREFUL SELECTION
 Big blunders lead to innumerable &
irreparable damage to the company.

 longer training time


 poor performance & unproductive while getting
paid
 One-fourth of the unit’s productivity is gone if
one out of four employees is poor performer.
 Causes low morale because co-employees will
pitch in & render OT to perform the work of the
employee.
THEORETICAL BASES
RECRUITMENT
What is Recruitment?

 It is the
process of
attracting
qualified
individuals
to apply for
work in the
organization WE ARE HIRING!
Join our team
THEORETICAL BASIS
SELECTION
What is Selection?

 It is the
process of
choosing the
best
qualified
individuals
to fill in
specific job Why should we hire you?
openings.
THEORETICAL BASIS
PLACEMENT
What is Placement?

 It is the
actual hiring
which
includes the
orientation &
acculturation
process
Why should we hire you?
ABILITY TO RECRUIT THE QUALIFIED IS
AFFECTED BY THE FOLLOWING
Organizational Factors Environmental Factors
 Reputation of the  Labor market
organization conditions &
 Recruitment budget changing
 Recruiters capability demographics
 Technological
innovations
 Changes in business
conditions
(increased hiring,
job freeze &
downsizing, low-rate of
unemployment)
RECRUITMENT SOURCES
 There are Two Types of sources:

1. INTERNAL 2. EXTERNAL
SOURCING SOURCING
1. Job Posting 1. Walk – ins
2. Career Planning 2. Advertisements
& Development 3. Referrals
3. Skills Inventory 4. The Internet
5. Schools & Colleges
6. Employment
agencies &
executive search
RECRUITMENT SOURCES METRICS FOR
CALL CENTER REPRESENTATIVES

RECRUITMENT SOURCE COST Total Total Total Total AA


(PhP) Interview Hired Terminated Perfor-
ed (1st year) mance

•Advertisement 100,000 310 15 3 1

•Agency 19,000 10 2 1 0

•Colleges 0 70 5 0 4

•Employee 0 100 10 0 5
Referrals
•Walk-ins 0 200 2 1 0

The above table shows the COST of recruitment, the number


of qualified individuals who applied, the number hired, and
the number retained.
THESE ARE THE MOST COMMON MEDIA
ANNOUNCEMENTS TO ATTRACT
APPLICANTS FOR A JOB OPENING
1. Bulletin Boards
2. Word of Mouth
3. Professional Journals such as PMAP People
Magazine
4. Agencies & Head Hunters
5. Campus Recruitment
6. Website Job Market
7. Job fairs
8. Newspaper advertisement
9. Summer Cadre Training
ALTERNATIVES TO RECRUITING
If the most common media announcements do not work,
companies must find other ways to find workers or employees
to do the work.

1.Subcontracting/Outsourcing
2.Overtime
3.Temporary Help
4. Employee leasing
TWO TYPES OF INTERVIEWS
1. Based on the number of interviewers &
interviewees
 One-on-one interview
 Panel interview
 Group Interview
TWO TYPES OF INTERVIEWS

2. Based on the manner of interview


a) How interview is conducted
 Structured
 Non-directive

b) Types of questions asked


 Hypothetical

(creates scenario & applicant explain)


 Behavioral

(asks to describe an actual scenario)


END OF MODULE 4
Thank you
References
Corpuz, Crispina r. (2013). Human Resource Management, 3 rd ed. Rex Printing Company.
Payos, Ranulfo p. (2010). Human Resource Management. Rex Bookstore, Inc.
Diamante, Melva M. and Tan, G. (2007). Human Resource Management: Local and Global Perspectives. C and E Publishing

Suggested Learning Resources


Reucroft, G. & Scott, T. (2015). Human Resources: A Practical Guide (e-book, 1 st ed, retrieved from bookboon.com)
Joshi, M. (2013). Human Resource Management (e-book, 1 st ed, retrieved from bookboon.com)
Noe, R. (2010). Employee Training and Development. (e-book, 5 th ed, retrieved from www,mhle.com),
Senyucel, Z. (2009). Managing the Human Resource in the 21 st Century. (e-book, retrieved from bookboon.com)

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