NAME: Arlene E.

Tolentino SUBJECT: Human Resource Management

SECTION: MBA 1-1 DATE: 7 September 2019

RECRUITMENT OF EMPLOYEES
Overview:
Hiring talented individuals is critical to organization’s success. But in order to hire the most
talented, you must first recruit them.
Recruitment Defined. Recruitment is the process of attracting individuals on a timely basis, in
sufficient numbers, with appropriate qualifications, to apply for jobs within a business. Recruitment
also refers to the process of attracting, selecting, and appointing potential candidates to meet the
organization’s resource requirements.
Why is Recruitment Important?

 The people can make or break the company. Hiring unqualified employees heighten the
chance of business failure.
 If the recruitment is effective, the employees tend to be more productive, attrition rates
reduces, build a good working environment, and results in overall growth of the
organization.
Presentation Outline:

 Establish Recruitment Plan

 Develop a Recruitment Strategy
 Carry out Recruitment Activities
 Evaluate Recruitment Results

1. Establishing Recruitment Plan

a. Identifying Vacancy
i. Number of open positions to be filled.
ii. Date by which positions should be filled.
iii. Number of applications desired.
iv. Type of applicants sought:
1. Level of education.
2. Knowledge, skills and abilities.
3. Interests and values.
4. Diversity.
v. Job performance goals for new hires.
vi. Expected new-hire retention rate.

b. Job Analysis - Job analysis is a process of identifying, analyzing, and determining

the duties, responsibilities, skills, abilities, and work environment of a specific job.

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 i. Job Description - provides information about the scope of job roles,
responsibilities and the positioning of the job in the organization.
1. Job Title / Job Identification / Organization Position
2. Job Location
3. Summary of Job
4. Job Duties
5. Machines, Materials and Equipment
6. Process of Supervision
7. Working Conditions
8. Health Hazards

ii. Job Specification- Job specification focuses on the specifications of the

candidate, whom the HR team is going to hire.
1. Physical specifications
2. Mental specifications
3. Physical features
4. Emotional specifications
5. Behavioral specifications
6. Qualification
7. Experiences
8. Training and development
9. Skills requirements
10. Work responsibilities
11. Emotional characteristics
12. Planning of career

c. Company Brand- Most of the applicants nowadays are looking for the company
brand or the job brand before the even apply for a company.

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 2. Develop a Recruitment Strategy.

Key Strategy Development Questions

• What type of individuals should be targeted?

• Where can these people be found?
• When should the recruitment campaign begin?
• How can the targeted individuals best be reached?
• What recruitment message should be communicated?
• What type of recruiters should be used?
• What should be the nature of a site visit?
• What should a job offer entail?

3. Carry out Recruitment Strategies - Searching involves attracting the job seekers to the
vacancies. The sources are broadly divided into two categories: Internal Sources and
External Sources.
a. Internal Sources- Internal sources of recruitment refer to hiring employees
within the organization through:
i. Promotions
ii. Transfers
iii. Former Employees
iv. Internal Advertisements (Job Posting)
v. Employee Referrals
vi. Previous Applicants

b. External Sources- External sources of recruitment refer to hiring employees

outside the organization through:
i. Online Recruitment through different platforms such as Website Job
Portals, Facebook Recruitment and Linked-in Recruitment.
ii. Local Recruitment Activities and Barangay Saturation Activities
iii. Flyering
iv. Job Posting at PESO Offices
v. Job Fairs
vi. Organizational Partnerships
vii. Word of Mouth

4. Measure and Evaluate Recruitment Results.

a. Important Recruitment Metrics
a. Time-to-hire.
b. Cost of filling the position.
c. New employee retention rate.
d. New employee performance level.
e. Hiring manager’s satisfaction with the recruitment process.
f. Applicants’ perceptions of the recruitment process.
Source: Minton-Eversole, T. (2009). Quality measurement: Key to best-in-class talent acquisition. HR Magazine,
pp 64-65.

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 b. Considerations on the Recruitment Evaluation:
a. Salaries to the Recruiters
b. Advertisements cost and other costs incurred in recruitment methods, i.e.,
agency fees.
c. Administrative expenses and Recruitment overheads
d. Overtime and Outstanding costs, while the vacancies remain unfilled
e. Cost incurred in recruiting suitable candidates for the final selection process
f. Time spent by the Management and the Professionals in preparing job
description, job specifications, and conducting interviews.

Five Possible Changes Prompted by Evaluating Past Recruitment Activities

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Improving the Recruitment Outcomes of Smaller Organizations

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 THE DIFFERENCE OF RECRUITMENT AND SELECTION

SAMPLE RECRUITING STRATEGIES

1. Treat candidates like your best customers.
2. Understand the cost/benefit of every hire.
3. Hire freelancers where appropriate, not just full-timers.
4. Hire candidates for the long term.
5. Strengthen your employer brand with content marketing.
6. Using a coaching culture to attract millennials.
7. Have an office space that attracts millennials.
8. Use data to optimize your hiring time.
9. Have a strategy to attract the best cultural fits.
10. Chase passive candidates.
11. Use niche job boards.
12. Cover pain points in your job posts.

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13. Use video in more stages of your hiring process.
14. Implement a mobile-friendly application process.
15. Leverage employee referrals.
16. Nurture your talent pool with drip emails.
17. Train your interviewers on the latest interview techniques.
18. Connect with alumni for rehires.
19. Profile your best employees.

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