Senior High School

School

Entrepreneurship
Module 10:
Recruitment Process

AIRs - LM
LU_ Entrepreneurship_Module 10
ENTREPRENEURSHIP
Module 10: Recruitment Process
Second Edition, 2021

Copyright © 2021
La Union Schools Division
Region I

All rights reserved. No part of this module may be reproduced in any form without written
permission from the copyright owners.

Development Team of the Module

Author: Encarnacion R. Basallo

Editor: SDO La Union, Learning Resource Quality Assurance Team
Content Reviewer: Jimena Veronica T. Nieva
Language Reviewer: Kay Owen L. Boado
Illustrator: Ernesto F. Ramos, Jr.
Design and Layout: Angela Pauline C. Ganuelas & Hasmin R. Omaoeng

Management Team:

Atty. Donato D. Balderas, Jr.

Schools Division Superintendent
Vivian Luz S. Pagatpatan, Ph.D
Assistant Schools Division Superintendent
German E. Flora, Ph.D, CID Chief
Virgilio C. Boado, Ph.D, EPS in Charge of LRMS
Lorna O. Gaspar, EPS in Charge of Entrepreneurship
Michael Jason D. Morales, PDO II
Claire P. Toluyen, Librarian II

Printed in the Philippines by: _________________________

Department of Education – SDO La Union

Office Address: Flores St. Catbangen, San Fernando City, La Union
Telefax: 072 – 205 – 0046
Email Address: [email protected]

LU_ Entrepreneurship_Module 10
 Senior High School

Entrepreneurship
Module 10:
Recruitment Process

LU_ Entrepreneurship_Module 10
Introductory Message
This Self-Learning Module (SLM) is prepared so that you, our dear
learners, can continue your studies and learn while at home. Activities,
questions, directions, exercises, and discussions are carefully stated for you
to understand each lesson.

Each SLM is composed of different parts. Each part shall guide you
step-by-step as you discover and understand the lesson prepared for you.

Pre-tests are provided to measure your prior knowledge on lessons in

each SLM. This will tell you if you need to proceed on completing this module
or if you need to ask your facilitator or your teacher’s assistance for better
understanding of the lesson. At the end of each module, you need to answer
the post-test to self-check your learning. Answer keys are provided for each
activity and test. We trust that you will be honest in using these.

In addition to the material in the main text, Notes to the Teacher are
also provided to our facilitators and parents for strategies and reminders on
how they can best help you on your home-based learning.

Please use this module with care. Do not put unnecessary marks on
any part of this SLM. Use a separate sheet of paper in answering the exercises
and tests. And read the instructions carefully before performing each task.

If you have any questions in using this SLM or any difficulty in

answering the tasks in this module, do not hesitate to consult your teacher
or facilitator.

Thank you.

LU_ Entrepreneurship_Module 10
 Target

Businesses focuses on production that is why companies have to look for the
right supplier, just as they have to look for the right employees.

In the previous lesson, you have discussed the basic understanding on

value/supply chain in relation to the business enterprise. In order to have efficient
and effective manufacturing supply chain, businesses are challenged to attract,
acquire and develop the suitable talent for the job role.

But how to recruit the right people for your business? This is always the
topmost concern for any business to achieve a hiring result that drive long-term
operational and financial achievement.

This module will help you develop an understanding on recruiting qualified

people in one’s business enterprise. (TLE_ICTAN11/12EM-Ia-2).

At the end of this module, you are expected to:

 Define the recruitment process;

 Discuss and comprehend the potential importance and purpose
of recruitment; and
 Identify and discuss the different stages in the recruitment
process.

1 LU_ Entrepreneurship_Module 10
 Jumpstart

This activity will enable you to assess your prior

knowledge on how to recruit qualified people in a
business enterprise.

Direction: If you are an owner of a new business how will you recruit applicants
and fill your job openings? Using the graphic organizer, write the stages in the
recruitment process in order. Use another sheet of paper for your answers.

Activity 2.

Direction: Read the statements carefully. Write X if the statement is true, and write
Y if the statement is false. Use another sheet of paper for your answers.

___1. Recruitment refers to the complete process of the businesses to search out
suitable candidates to fill job openings.
___2. Placement centers, job sites, professional or trade buddies, campus
placements are internal sources of recruitment.
___3. Interviewing is one of the most complicated stage where most of their time
spend reviewing resumes.
___4. Visiting qualified applicant’s social media page will help you gain more insight
into their skills and experience than their resume.
___5. All applicants have no right at some point be informed that they were not
qualified for the position and that the position has been filled.

2 LU_ Entrepreneurship_Module 10
 Discover

Recruitment Process for One’s Business Enterprise

Without raising the number of people with whom you work, you cannot
generally grow your business. Your success will depend on your ability to create a
team of highly qualified employees who are devoted to the goals and objectives of
your business.
To ensure proper recruiting, you need highly talented people in operations,
HR, and marketing that have the right skillset to perform the job efficiently on how
recruitment is done correctly and the qualified candidates are employed for the
available job positions.

Recruitment refers to the complete process of the businesses to search out

suitable candidates to fill job openings. Always consider the actual needs of your
business when recruiting. Below are some important benefits and purpose of
recruitment:

Importance

 It helps the organization gain the ability to acquire new skills needed in the
job role.
 It helps to gather candidates with minimal cost.
 It is a lasting strategy for improving the development of an organization.
 Abilities and commitment of employees ensure an organization’s success.

Purpose

 To identify future needs of the organization.

 To expand the pool of job applicants at the lowest upright cost.
 To improve the accomplishment rate of the selection process by dropping the
number of under qualified job applicants.
 To promote the needs of an organization and to get the right candidates for
the desired job role.

A striking list of qualifications and broad work experience are necessary, but
these are not the only factor to consider when recruiting potential employees. The
different stages of recruitment process include a system familiar to any organization.

3 LU_ Entrepreneurship_Module 10
 Here are various stages determined for your recruitment process:

1. Identify Job Vacancy

Vacancies can be determined in an enterprise when someone

leaves or moves job leaving their own role vacant. These are for
current roles that are easily identified. The first stage is to identify
and set the frame for position. Prepare and develop an ideal
candidate profile. But what makes up an ideal candidate profile?
https://static.theno

This is the role and responsibility of the hiring committee to

unproject.com/png/
1610411-200.png
determine suitable candidate outside the enterprise followed by
analyzing the job specifications including the knowledge, skills and
experience needed for the role.

2. Prepare a Job Analysis

Once you have identified your hiring needs, a clear and effective
job analysis can be created. This will help you to determine what
potential employee should possess to qualify the demands of the
position and it also means to ensure that you acquire applications
from the right candidates. Both job description and job
specifications are very important parts of job analysis that will help
https://cdn-icons- the worth and necessity of the specified job role.
png.flaticon.com/128
/3862/3862929.png

Below is the component of job analysis:

-200.png

JOB ANALYSIS

Job Description Job Specification

 Job Title  Attributes

 Job Summary  Experience
 Duties and  Educations Qualification
Responsibilities  Knowledge
 Requirements  Skills


Figure 1. Components of Job Analysis

4 LU_ Entrepreneurship_Module 10
3. Sourcing and Attracting Candidate

This stage involves sourcing and attracting strategy that

allows you to find the right talent through various sources. There
are two recruitment sources used to attract candidates.

Recruitment Sources https://image.shuttersto

ck.com/image-vector/hr-
team-concept-icon-
employment-260nw-
a. Internal sources seek or promote applications for 1491034781.jpg

positions from those who are already working inside the -200.png

organization. These include the present employees, employee

referrals, retired employees and previous applicants.
b. External sources offer a wider scope in selecting from a vast number of
qualified candidates from outside the organization. These include advertisements,
placement centers, job sites, professional or trade buddies, campus placements and
etc.

4. Screening and Short Listing

This is one of the most complicated stage where most of the

time is spent in reviewing resumes. A technique is used to screen
applicants to lessen the need on assessment and also a time saver,
and it is called screening tests. These may vary depending on how
the candidate sources suit the profile.
https://image.shutte
rstock.com/image-
An effective screening and short listing can save a lot of money and
vector/recruitment-

time. However, to assure those potential employees are not lost, it

process-vector-icon-
design-260nw-
1838728420.jpg
is a legal requirement that applicants’ qualifications should be
judged full and be given fair consideration based on their knowledge,
skills, abilities, and interests required to do the job. A referral from the previous
employer might also help you a complete a picture of every candidate you interview.

5. Selecting and Interviewing

`
After shortlisting qualified applicants, one way to improve
your recruitment process is to conduct a good interview that can
provide you data as far as learning abilities and analytical skills of
the candidates are concerned. Even they have an inspiring resume,
and they come off as confident during the interview, it is up to the
employer to evaluate potential employees, because some of them
https://cdn2.iconfinder
.com/data/icons/interv might not been totally truthful on their resume. In addition, you will
iew-20/62/selection-
hiring-recruitment-
have better insight on how resourceful they are when presented with
candidate-applicant-
512.png
a new challenges during the interview process.

5 LU_ Entrepreneurship_Module 10
6. R u n S o c i a l C h e c k s

Visiting qualified applicants’ social media page will help

you gain more insight into their skills and experience than their
resume.
One of the features you need to consider when hiring
a qualified candidate is their assurance in developing and growing
their own career as a professional. Look for an employee who is
https://fadv.com/
devoted and assess the job you offer as a chance to expand their wp-
content/uploads/
career and at the same time be an asset to the company if hired. 2018/12/fadv-
services-icons-
background-
7. Hiring and Offer of Employment checks.png

Once you have decided on the candidate that you want to hire,
you will need to eventually make a final decision. Submit a formal
offer letter to your candidate. These include everything from the
start, the conditions and compensation of employment to the work
assigned while ensuring that every detail is clear and definite.
All applicants have the right at some point be informed that they
https://cdn.iconscout.
were not qualified for the position and that the position has already
com/icon/premium/p
ng-256-thumb/job-
been filled.
hiring-3-906657.png

8. Take them Onboard

Once all documents have been signed it is time to provide

them an actual work. Pairing them with a more experienced
colleague who can mentor, provide a formal orientation and
mandatory training programs during his or her initial days in the
workplace. In this process, you will identify everything about their
intellect, skills, ability to manage pressure, social skills, and https://cdn-icons-
png.flaticon.com/512/
weaknesses. Do not be relaxed on this stage, as it is very important 1924/1924451.png

to the future success of your new hire employee.

Finding the qualified candidate is complicated and a time-consuming process

because of competition, changing labor force, demographics, and workers’ principles,
but it is well-worth something that will help the business in the future. To be
successful, you may need to be flexible and inventive.

6 LU_ Entrepreneurship_Module 10
 Explore

Activity 1: Directions: Read each item carefully. Choose the letter of the correct
answer in the box and write it in a separate sheet of paper.

A. Employee referral E. Job Description I. Screen Test

B. External Sources F. Prepare a Job Analysis J. Sourcing and Attracting
C. Identify Job Vacancy G. Recruitment K. Taking Onboard
D. Internal Sources H. Run Social Checks L. Vacancy

___1. It refers to the complete process of the businesses to search out suitable
candidates to fill job openings.
___2. This can be determined in an enterprise when someone leaves or moves job
leaving their own role vacant.
___3. A stage that will help you to determine what potential employee should possess
to qualify the demands of the position and it also means to ensure that you
acquire applications from the right candidates.
___4. It is the first stage of recruitment process.
___5. It comprises job title, job purpose, job duties and responsibilities, and required
qualifications.
___6. This stage involves strategy that allows you to find the right talent through
various sources.
___7. A technique is used to screen applicants to lessen the need on assessment,
and a time saver, what is it called?
___8. One of the features needed to consider when hiring a qualified candidate is
their assurance in developing and growing their own career as a professional.
___9. In this process, you will identify everything about their intellect, skills, ability
to manage pressure, social skills, and weaknesses.
___10. These offer a wider scope in selecting from a vast number of qualified
candidates from outside the organization.

Activity 2. Discuss the importance and purpose of recruiting.

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
Note: Refer to Scoring Rubric on page 15

7 LU_ Entrepreneurship_Module 10
W

Deepen

Activity 3. Compare and Contrast

Direction: Analyze the two sets of pictures below of showing the recruitment
process. Based on the pictures, answer the questions below. Write your answers in
a separate sheet of paper.

A B

http://clipart-
library.com/img/1734420.jpg https://www.gr8people.com/ui/assets/uploa
ds/images/sizes/blog-virtual-campus-
recruiting-7-steps_640x360.jpg

https://thumbs.dreamstime.com/b/business-people-
https://comps.gograph.com/businessmen-
giving-virtual-handshake-agreement-remote-working-
shaking-hands_gg66953010.jpg
concept-199796412.jpg

Questions:
1. How is picture A similar from picture B? _____________________________________
2. How is picture A differ from picture B? _______________________________________
3. Which of the two situations shows more effective way for the new normal
recruiting, is it A or B? Why do you think so? ___________________________________

Scoring Rubric
Indicator Moderate Strong Strong Evidence (3-4 Very Strong
Evidence (1-2 points) Evidence (5 points)
points)
Quality of Learners did some of Some details may not Most details are
Work/ the information, but be reflected accurately correctly reflected in
Understanding it has missing in in the table. It may the table. It includes
significant details. be missing and hard to all necessary
understand. information that is
easy to understand

8 LU_ Entrepreneurship_Module 10
 Gauge

Direction: Read each item carefully. Choose the letter of the correct answer and
write it in a separate sheet of paper.

1. What is the first stage in recruiting a qualified applicant?

A. Create a Job Description B. Identify a Job Vacancy
C. Run Social Checks D. Screening and Shortlisting

2. Which of the following is NOT included as an external source?

A. Campus Placements B. Employee Referrals
B. Job Sites C. Placement Centers

3. Which of the following is the process of searching out qualified candidates to fill
job openings?
A. Hiring B. Interviewing
C. Recruiting D. Selecting

4. Which of the following is a summary of the objectives of the job, the type of work
to be done, the responsibilities and duties, and the required qualifications of the
job to other functions.
A. Analysis B. Description
C. Design D. Specification

5. Which of the following is NOT a component of a job description?

A. Job compensation B. Job Duties and Responsibilities
C. Job Purpose D. Job Title

6. HR committee evaluate the applicant’s qualifications and to subject them to

intense scrutiny to determine who are the most qualified for the position. Which
of the following stage of recruitment process described the given statement above?
A. Run Social Checks
B. Selecting and Interviewing
C. Screening and Short Listing
D. Sourcing and Attracting Candidate

7. Which of the following best describe the importance of recruiting?

A. To determine whether to use internal or external applicants.
B. To expect the short-term source of candidates.
C. To create constructive story about a company.
D. To develop and expand the pool of applicant

9 LU_ Entrepreneurship_Module 10
8. Which of the following generates the best source of the recommendation for a
potential job candidate?
A. Company Web site B. Employee referral
C. Internet D. Recruiting organizations
9. Celine received a letter from an enterprise indicating the expected work hours,
the desired start date, and additional details that a prospective employee needs
to know. Which of the following stage of recruitment process described the given
situation?
A. Hiring and Offer of Employment B. Selecting and Interviewing
C. Sourcing and Attracting Candidate D. Take them Onboard

10. Which of the following is NOT a part and parcel of your onboarding process.
A. Sending out a resume email.
B. Preparation in a workstation.
C. Set them up with a company email.
D. Sort out tools needed for the training.
.

10 LU_ Entrepreneurship_Module 10
Answer Key

11 LU_ Entrepreneurship_Module 10
References

Anderson, Hanna. (December 22, 2020). The Steps of a Recruitment Process

https://blog.talentech.com/en/the-steps-of-a-recruitment-processHeathfield

Susan M. ( 2019, August 29). 10 Tips for Successful Employee Recruitment.

https://www.thebalancecareers.com/top-tips-for-successful-employee-
recruiting-1918953

Mishra, Arpit. (November 10, 2020). 6 Stages of the Recruitment Life Cycle.
https://oorwin.com/blog/6-stages-of-the-recruitment-life-cycle.html

Russel, Chris. (November 19, 2020). What are the 7 stages of recruitment?.
https://www.emissary.ai/what-are-the-7-stages-of-recruitment/

The Steps of a Recruitment Process.

https://www.jobsoid.com/recruitment-process/

12 LU_ Entrepreneurship_Module 10
 For inquiries or feedback, please write or call:

Department of Education – SDO La Union

Curriculum Implementation Division
Learning Resource Management Section
Flores St. Catbangen, San Fernando City La Union 2500
Telephone: (072) 607 - 8127
Telefax: (072) 205 - 0046
Email Address:
[email protected]
[email protected]

13 LU_ Entrepreneurship_Module 10