ATENEO DE DAVAO UNIVERSITY

Jacinto St. Davao City

School of Business and Governance

Midterm Assignment

Submitted by:

Ancheta, Edbralin Shekina

Cabug-os, Jeson Paul B.

February 9, 2017
TTh 11:00-12:30
 Name: Rowela Macabit
Contact number: 0915 750 9997
Position: Human Resource Officer (Recruitment and Selection)
Company: Jinyi Import and Export Trading Corporation
Address: Eco W. Drive Talomo Davao City, Davao del Sur

How do you qualify your employees? (Entry-level, Supervisory, Managerial)

Devices used for selection before posting job vacancy/vacancies or different job posting sites,
we conduct assessment if theres a need to hire additional manpower or a certain position.

When it is determined a new position is needed?

It is important to understand and take into consideration strategic goals for the company. Are
there any upcoming changes that may impact this role? Next is to conduct a quick analysis of our
core competencies. Are there any gaps? What core skills are missing from the company?
Evaluate the core skills required now and those which may be needed in the future. Conduct a
Job Analysis if this position will be new our company. This will also help to identify gaps.
As we all know, selection and recruitment is quite expensive it is not easy to hire people, it
requires not only money but also time and effort.
If we concluded that the company needs additional people, we proceed to companys selection
and recruitment processes. We first, prepare and stipulate all qualifications and specification or
description for the said job vacancy.
A position description is the core of a successful recruitment process. It is used to develop
interview questions, interview evaluations and reference check questions. We provide a well-
written position description:

Provides a first impression of the organization to the candidate

Clearly articulates responsibilities and qualifications to attract the best suited candidates

Provides an opportunity to clearly articulate the value proposition for the role

Second pool applications with the use of different devices, such as job posting sites,
advertisement (tarpaulins, posters and flyers) or referral/recommendation.

Third, we filter the qualified applicants through short list.

Fourth, we set schedules for their initial interview (usually with Human Resource Officer).
The interview is the single most important step in the selection process. It is the opportunity for
the employer and prospective employee to learn more about each other and validate information
provided by both. By following these interviewing guidelines, we will ensure we have conducted
a thorough interview process and have all necessary data to properly evaluate skills and abilities.

Fifth, the pre-employment examination is conducted to assess the intellectual capacity of the job
candidates. Lastly, if he/she passed the said examination, we will schedule a final interview with
the department head/s. the department head/s will choose among the applicants who will be hired.
They usually have the final say about this matter.

Usually, our recruitment will last for a month. We are expected to endorse the candidate after a
month to our bosses.