HUMAN RESOURCE RECRUITMENT

• Are these human resources ready to assume the limited available vacancies in the competitive world of work?

• How prepared are the college graduates to assume new challenges and the complexities of increasing technological advances?

MEETING THE NEEDS OF HUMAN

RESOURCES

• RECRUITMENT

- Process of attracting the best individuals to join the company on a timely basis in sufficient numbers.

- Meeting the qualification requirements, thereby encouraging them to apply for the jobs in the organization

What are the 2 major sources of

candidates to fill the vacant positions?1. The Internal Source

- Qualified candidates from the company and within present ranks of its present employees.

2. The External Source

- The hiring from an outside source.

Different Methods of Human Resource

Recruitment

MOUTH SYSTEM

ADVERTIS-ING

MEDIA

WALK INS AND

UNSOLIS-ITED

APPLIC-ANTSCAMPUS OR

UNIV. RECRUIT-

MENT

JOB FAIR AND

OPEN HOUSE

GOVERNMENT AGENCIES

RADIOAND TELE-

VISION

THE INTERNET

Methods of Human Resource

Recruitment

JOB POSTING

• Job Posting

- The process by which internal recruitment is accomplished.

*Promoting or transferring employees from within the offers the following advantages:

a. It creates an opening for lower- easy to fill position

b. The morale of employee is boosted

c. Hidden talent may be uncovered.

d. It saves considerable time and money

e. Employees are familiar with the company’s policies and the job itselt

• GUIDELINES TO HELP IN ITS SUCCESSFUL IMPLEMENTATION:

1. The employee must be with the company for at least 1 year and must be in the current position for at least 6 months

2. The employee must have a rating of Very Satisfactory before he can apply for the posted vacant position

3. The employee can only apply for not more the three times in one year

• Word-of-Mouth System

- This method of recruitment is found to be effective in local situations.

- It is one of the least expensive recruitment

The following precautionary measures should be should be observed:

a. Regionalism may dominate over the company employees.

b. Pulling off strings and the “padrino” system may prevail in hiring of employees.

• Advertising Media

- Soliciting applicants by advertising through the media.

The advertisement should reach the target client designed according to the following guidelines:

1. For special skills the ad must specify the skills required.

2. For talent, the wording of the ad should be specific

3. For applicant who want to know all the specific the ad must contain the duties and responsibilities of the position

Cont...4. Include the details where applicant should send the resume

5. Be direct and straightforward in wording the ad

6. Avoid cute and unprofessional phrases

7. Hire an advertising agency when youre not sure what to put in the ad.

8. For hiring executive positions, the service of a consultancy agency may be employed.

Cont....

*Blind Ads – Ads that dont reveal the identity of the company.

DISADVATAGES:

1. There might be limited number of applicants for the “hard to fill” positions

2. Blind ads discourage some applicants to apply.

3. Some applicant may have applied for the same position not too long ago and it was a waste of time.

• Walk ins and unsolicited applicants

- A possible source of outstanding employees.

Following guidelines for walk in or call in applicants:

1. Applications could be categorized into different skills or qualifications.

2. a day of the week must be scheduled for the interview of the applicants.

3. Unsolicited applications can also be reviewed with the list of openings in mind.

• Campus or University Recruitment

- Colleges are undisputable sources of talent for an organization to tap.

- Campus recruitment require careful planning and preparation.

● Job fair and Open House

-The company gathers and onterview several applicants over a period of one or two days in some specified fields.

• Government Agencies

- Some local government agencies have their placement offices look for possible employment for their constituents.

◦ Radio and Television

- Since the coverage of the advertisements is of great magnitude, more qualified applicants can be reached.

*Points to consider:

1. It is very costly

2. The message must be convincing and done by a pro

3. The message should be sincere and pleading

4. The name of the company and phone number must be repeated.

• The Internet

- Company profiles and job placements could eventually come into the internet.

ADVANTAGES

1. Resumes can be sent directly to the company

2. Immediate answers could be sent through email

3. Other necessary information could be available from the other applicants

4. Immediate needs of the company on manpower requirements could be answered in a short time

5. Less costly and get an immediate response