MODULE 1

Recruitment of Employees

What is recruiting in HRM?

Human Resource Management (abbreviated as HR or HRM) is a business function that

entails personnel management in a company. Employees, who are the company's most
precious assets, are at the central of its strategy and contribute to the overall success of its
goals. From setting up hiring procedures to creating performance requirements for
employees, good HR management can produce measurable outcomes for any business.

The recruitment process is the foundation for an organization's human capital development.
Our objective is to identify and hire top-notch talent quickly and economically. This places a
huge emphasis on the importance of recruiting in HRM.

Recruitment and talent acquisition

Finding and bringing in the appropriate people is the key to this. Depending on the size of
your business, this may be handled by a single individual or a specialized team. To make sure
the greatest talent joins the organization, they employ a variety of tactics and resources, such
as recruitment campaigns and job websites.

Stages of Recruitment

A. Identify the Hiring Need - This is the initial step in the recruitment process, where
the organization identifies a need to fill a vacant position or create a new role. The
need may arise due to various reasons, such as business growth, employee turnover,
and expansion plans.
B. Devise a Recruitment Plan - Once the organization identifies the hiring need, the HR
department should develop a recruitment plan. The recruitment plan should outline
the strategies and resources that will be used to attract and select the best candidates.
 This includes determining the recruitment budget, deciding on the recruitment
channels to use, and the timeline for the recruitment process.
C. Write a Job Description - The job description is a critical part of the recruitment
process. It should accurately describe the role's responsibilities, requirements, and
qualifications. The job description should also include information on the company
culture, benefits, and opportunities for growth. The job description is used to attract
potential candidates and give them a clear understanding of what the role entails
D. Advertise the Position - The organization should advertise the position using the
recruitment channels identified in the recruitment plan. This can include job boards,
social media, employee referrals, and networking events. The job advertisement
should be clear and concise and highlight the key aspects of the role.
E. Recruit the Position - Once the job is advertised, the organization should receive
applications from potential candidates. The HR recruitment team should manage the
recruitment process, ensuring that applicants respond promptly, and all relevant
information is collected.
F. Review Applications - The HR recruitment team should review all applications to
identify candidates who meet the minimum requirements for the role. This involves
assessing each candidate's education, experience, and skills.
G. Phone Interview/Initial Screening - The phone interview is an opportunity to
speak to the candidate and gather additional information about their qualifications
and experience. This initial screening is used to shortlist candidates for the next stage
of the recruitment process.
H. Interviews - Interviews are an opportunity to assess the candidate's suitability for
the role. The hiring manager and HR team should prepare questions to ask the
candidate to gather more information about their experience, skills, and work style.
I. Applicant Assessment - Applicant assessments test the candidate's abilities, such as
problem-solving and decision-making skills. This can include aptitude tests,
psychometric tests, and technical assessments.
J. Background Check - Once the candidate is selected, a background check should be
conducted to verify their education, work experience, and criminal record.
K. Decision - After reviewing all the information gathered during the recruitment
process, the hiring manager should decide which candidate to offer the job.
L. Reference Check - Before making a job offer, the hiring manager should conduct
a reference check to gather additional information about the candidate's past work
performance.
M. Job Offer - Once the candidate has been selected, a job offer should be made. The job
offer should include details about the role, salary, benefits, and other relevant
information.
N. Hiring - If the candidate accepts the job offer, the HR team should manage the hiring
process, including preparing the employment contract and collecting all necessary
documentation.
O. Onboarding - The final step in the recruitment process is onboarding. This involves
introducing the new employee to the organization's culture, policies, and procedures,
and providing training and support to ensure they can perform their role effectively.
Recruitment on the Internet

Internet recruitment, also known as e-recruitment, is the process of using the internet to
find, hire, and onboard new employees. It involves using websites, job boards, and software
to post jobs, screen candidates, and conduct interviews.

How does internet recruitment work?

• Post jobs: Employers can post jobs on job boards and job search engines like
Indeed, Monster, Glassdoor, and Simply Hired.
• Screen candidates: Online recruiting platforms can help employers quickly
identify applicants with the desired qualifications.
• Conduct interviews: Video conferencing systems can be used to schedule
interviews.
• Assess candidates: Written and verbal assessments can be used to evaluate
candidates.

Benefits of internet recruitment

• Wider reach: Employers can reach a large pool of candidates from various locations.
• Cost efficient: Online recruitment can be less time consuming and cost efficient than
traditional recruitment methods.
• Formal process: Online recruitment

Avoiding Illegal Recruitment

To avoid illegal recruitment, you can research the company, verify the credentials of the
recruiter, and be skeptical of offers that seem too good to be true.

• Research the company Check the company's reputation and contact number and
Research the job offers.
• Verify the recruiter's credentials
• Check that the recruiter is an authorized representative of a licensed agency
• Check that the agency is licensed by the Philippine Overseas Employment
Administration (POEA)
• Check that the agency has a provincial recruitment authority if the recruitment is in
the province
• Be skeptical of offers that seem too good to be true
• Don't pay more than the allowed placement fee
• Don't pay a placement fee unless you have a valid employment contract and an official
receipt
• Don't accept a tourist visa
• Report illegal recruitment
• You can report illegal recruitment to the Department of Migrant Workers (DMW)

Recruitment Plan/ Recruitment Process

A recruitment plan is a strategy that outlines how a company will hire new employees. It
helps companies streamline their hiring process and find the best talent. It acts as your
timeline, qualifying guideline, and prevents down time in your company. Your recruitment
plan will need to include these pieces of information: Time frame - date by which each
position needs to be filled.

What's included in a recruitment plan?

• Hiring needs: Identify the roles that need to be filled and the skills that are needed
• Job descriptions: Create compelling job descriptions that attract qualified candidates
• Recruitment budget: Set a budget for the cost of recruitment
• Recruitment calendar: Create a timeline for the hiring process
• Sourcing: Develop relationships with potential candidates through employer
branding, job ads, and social media
• Selection process: Establish a process for screening, interviewing, and selecting
candidates
• Onboarding: Define what happens after a candidate accepts a job offer

Creating a recruitment plan?

A recruitment plan helps companies align their hiring efforts with their goals and skill
gaps. It also helps companies ensure they are using the most effective recruiting methods.
Other terms for recruitment plan, hiring plan, personnel plan, and staffing plan.

Types of Recruitment

There are many different types of recruitment strategies that organizations can use to find
the best candidates for their available positions. Each type of recruitment has its own
advantages and disadvantages, so organizations need to choose the approach that best suits
their needs.

Some common types of recruitment include:

• Internal Recruiting: This type of recruitment focuses on sourcing candidates from
within the organization. This can be a cost-effective way to fill positions, as no
external marketing is necessary, and current employees may already have knowledge
of the business and job requirements.
• Direct Recruiting: Direct recruiting involves searching for potential candidates from
outside sources, such as job boards and recruitment websites. This approach allows
organizations to access a large pool of potential candidates and target specific job
seekers.
• Retained Recruiting: Retained recruiting involves hiring a recruitment firm to
handle the entire process. This approach can benefit organizations that need to fill
multiple positions quickly or need more resources to conduct their recruitment
process.
• Contingency Recruiting: Contingency recruiting involves working with a
recruitment firm for individual positions. This approach can be cost-effective, as the
organization only pays a fee if the recruiter successfully fills the position.
• Staffing Recruiting: This type of recruitment focuses on providing temporary staff
to meet short-term needs. Organizations can access a large pool of potential
candidates quickly with this approach and have the flexibility to adjust staffing levels
as needed.
 • Outplacement Recruiting: Outplacement recruiting involves helping former
employees find new positions. This type of recruitment can help organizations
maintain positive relationships with their former staff and assist those who need it
during the transition period.
• Contingency Recruiting: Contingency recruiting involves working with a
recruitment firm for individual positions. This approach can be cost-effective, as the
organization only pays a fee if the recruiter successfully fills the position.
• Staffing Recruiting: This type of recruitment focuses on providing temporary staff
to meet short-term needs. Organizations can access a large pool of potential
candidates quickly with this approach and have the flexibility to adjust staffing levels
as needed.
• Outplacement Recruiting: Outplacement recruiting involves helping former
employees find new positions. This type of recruitment can help organizations
maintain positive relationships with their former staff and assist those who need it
during the transition period.

NOTE: The most effective recruitment approaches depend on the organization’s goals
and needs. Companies can find the best candidates to ensure success by taking an
informed approach.

Sources of Applicants
• Internal Source
• External Source

Steps organizations can take to ensure their recruitment processes are effective and
efficient. Some tips for successful recruiting include:

1) Look internally before externally

When looking for potential candidates, organizations should always look within their own
ranks first. By considering current employees and those who have recently left the company,
organizations can quickly identify potential fits for open positions. Internal recruitment also
has the added benefit of reducing costs associated with external searches.
2) Reach out to “passive” candidates
Organizations should also look beyond active job seekers and consider those who may not
be actively looking for a new position. These “passive” candidates can offer unique skills and
experiences that could benefit the organization. Organizations may need to use targeted
marketing strategies or reverse recruiting approaches to reach out to these potential job
seekers.
3) Create a targeted recruitment strategy
Organizations should create a tailored recruitment plan that meets their needs, goals, and
budgets. This will help ensure the right candidates are identified and higher-quality hires are
made. A well-thought-out recruitment strategy can also reduce operational costs associated
with sourcing, screening, and onboarding new employees.
4) Use multiple recruitment channels
Organizations should utilize various recruitment channels to reach out to potential job
seekers. This could include job boards, social media platforms, and even referrals from
current employees. By using multiple channels, organizations can increase the chances of
finding the right candidates quickly and efficiently.
5) Maintain a positive employer branding
Organizations should also focus on maintaining a positive reputation and employer
branding. This will ensure that potential job seekers view the organization in a favorable
light and may be more likely to consider open positions. Organizations can use social media,
professional networks, and other channels to spread awareness about their mission, culture,
and values.

Writing a Resume

Making a resume doesn't have to be difficult. Create a CV that highlights your abilities and
leaves a lasting impression by following these ten simple steps.
1. Gather Your Career and Education Details - Spend some time compiling all of the
details regarding your training and experience. This planning can help you write your
resume more quickly and effectively while also saving you a great deal of time and
frustration.
What to prepare:
• Job experience—Include past and current positions with start and end dates,
employer names, locations, job titles, and key responsibilities.
• Achievements—Highlight notable accomplishments from work or academics
and quantify them with numbers or data wherever possible.
• Skills—List both hard and soft skills relevant to the workplace, from technical
abilities like data analysis to interpersonal skills like public speaking.
• Education—Add your graduation date, school name, location, honors, and any
significant coursework.
• Volunteer work & extracurriculars—Mention the organization, your role, dates
of involvement, and main duties.
• Certifications—Include the certifying organization, certification title, and date
received.
• Awards & honors—List awards with the awarding organization, award title, date
received, and a brief description of why you received it.
2. Choose the Right Resume Format - After you have all the information, you should
choose how to arrange it on your resume. Your chances of landing an interview will
rise as a result of your resume being more readable and appealing. You must know
how to structure a resume in order to effectively display that information.
There are three main resume formats:
• Chronological resume—a most common and most popular resume layout that
emphasizes your work experience and professional accomplishments, listing it
from the most current going backward.
• Functional resume—a skill-based resume with a skills summary as its most
important section. Used for writing a creative resume or transitioning to civilian
with a military resume.
 • Combination resume—a hybrid of the two above, highlighting your experience
and skill set. It’s best for professionals with a vast amount of relevant experience
in career change resumes and for covering employment gaps if you wish.
The chronological format is the most widely used. However, there are points that
should also be remembered these guidelines when creating a resume:
• Set even margins (1-inch) on all sides and use single or 1.15 line spacing. Stick to
legible resume font like Calibri or Verdana in 10–12 pts, with 13–14 pts for
headings.
• Limit your resume to one page when possible. If you have extensive experience,
a two-page resume is acceptable.
• Use a clear resume header that highlights your name and contact information,
and organize your sections as follows: Profile, Work Experience, Education, Skills,
and Extras.
• Limit bullet points to 6 per section entry. Adding resume icons is optional.

• Check the job ad for preferred file formats (PDF or .docx), then save your resume
in PDF format to maintain its layout.
• Name your resume file with the job title, “resume,” and your full name.
3. Add Contact Information and Personal Details - Any resume must include your
contact information and personal characteristics so that prospective employers may
quickly learn more about you. Keep this section brief, businesslike, and pertinent.

What to include (and what not to) is as follows:

• Start with your first name and last name first.
• Include your current or the most recent job title.
• Add your phone number and an email address but skip your home address as it’s
unnecessary.
• Avoid personal details like date of birth to prevent potential age bias.
• Include your social media profile, and consider adding a personal website if
relevant.
• Skip adding a photo if you’re applying for a job in the US unless it’s an acting or a
modeling position.
• Use a resume headline if you prefer not to add a summary or objective—it often
serves the same purpose.

4. Start With a Resume Summary or Resume Objective - Our HR statistics

report says a hiring manager will scan your resume in 7 seconds. That means the top
of the page will likely have the most eye time. And that’s where the resume
summary or objective statement is.

Difference between Resume Summary and Resume Objective

▪ Resume summary—Best if you have more than a year of relevant experience.
This 2-3 sentence paragraph gives recruiters an overview of your experience
 and highlights key accomplishments. Its purpose is to immediately draw
attention to your candidacy and showcase you as a strong fit.
▪ Resume objective—Ideal if you have little or no relevant experience. This
short statement emphasizes the qualities and skills you bring to the company,
focusing on what you can help them achieve with your abilities

5. Create a Great Work Experience Section- The most crucial components of a

resume, like your employment history and noteworthy accomplishments, are
included in the experience section. Allow me to explain the three key components of
a strong work experience section on your resume.

Work Experience Section in the Exact Order

• Job title: Start each entry with your job title at the top for easy scanning. Make
it bold or slightly larger than the rest.
• Company, city, state: List the company name and location on the second line.

• Dates employed: Add the months and years you worked there—no need for
exact days.
• Key responsibilities: List 5–6 main duties relevant to the new job,
using present tense for your current role and past tense for previous roles.
• Key achievements: Highlight your accomplishments to show how well you
performed. Use action verbs to make them impactful.

Tailor Your Work History Entries to a Job Description

By incorporating keywords from a job advertisement and distributing them across
the CV, one can make it as pertinent to the job description as possible. The goal is to
produce an ATS-friendly CV that demonstrates to the program your qualifications
for the position.

The keywords that an applicant tracking system (ATS) will use to determine your
score can be included. Your score increases with the number of relevant keywords
you include. That results in a recruiter seeing your application.

Refer to the job description and look for resume keywords related to your
responsibilities. They can touch upon the following:
• Duties (coordinate marketing campaigns, plan and implement promotional
campaigns, etc.)
• Skills (project management, marketing communications, B2B marketing, etc.)
• Qualifications (5 years of experience, marketing or business-related degree,
etc.)
• Qualities (creative mindset, etc.)
 Consider How Much Work Experience to Put on a Resume
A resume should go back at most 10-15 years. But the more experience you have, the
less you should worry about the length of your resume. Don't try to cram everything
into a one-page resume if you're a highly experienced candidate. And don’t mention
academic achievements unrelated to the role, only to land on a two-page resume.

Detail:
• First-time job hunters with no work experience can still include other gigs, such
as a student organization role, internship, or volunteer experience, to fill out your
experience section.
• Entry-level candidates should list and describe all paid work, particularly calling
out the most relevant responsibilities and achievements.
• Mid-level job seekers should include detailed job descriptions of relevant
positions and mention any other roles briefly.
• Senior-level applicants, such as executives and managers, should list up to 15
years of relevant work experience and introduce each bullet point with powerful
action verbs.

6. List Your Education Like a Pro

Despite being a crucial component of your resume format, many people consider the
education section to be an afterthought. It's a great chance to demonstrate your
credentials and receive extra credit for relevant.

All candidates should refer to the list below, but those with more than a year of
experience should pay particular attention. It addresses the fundamentals:

Create your education section in this order:

• Degree: List your highest degree first. Leave out high school details if you have a
college or university degree.
• University: Include the name and location.
• Dates attended: Mention the month and year, but there’s no need to specify exact
days.

For entry-level candidates, consider adding these additional details:

• Completed credits if your education is ongoing or unfinished.
• Relevant coursework and major and minor to demonstrate your subject
knowledge.
• Latin honors or your awards (e.g., making the Dean's List) to show your
commitment to growth.
• Relevant extracurricular activities to highlight job-related skills.
• Additional information, such as academic projects or memberships (e.g., Phi
Kapa Beta).
7. Put Relevant Skills That Fit the Job Ad
A resume's skills are crucial to its relevance to the job and its ability to attract
employers. By tailoring these skills to the job description, an effective resume
demonstrates your suitability for the position.

There are two types of skills you can include in your resume:
• Hard skills: These are specific, technical abilities you’ve learned, like
Photoshop, data analysis, or cash register operation.
• Soft skills: These are personal attributes you’ve developed over time, such as
communication, adaptability, and teamwork.

How to List Skills on a Resume

1. Create a list of all your soft skills and hard skills examples. Don’t limit
yourself; you’ll do it later.
2. Find all the skills mentioned in the job ad.
3. Visit the company’s website and social media for more skills.
4. Write those skills down.
5. See which skills on those two lists overlap.
6. Include up to 10 skills on your resume.
8. Include Additional Resume Sections
Every good resume includes those sections above. But how to write a resume that
stands out? To have a unique resume, include some extra information.
 Include the following data/ information:
▪ Awards and recognitions demonstrate that you're a standout candidate and a
valuable addition to the team.
▪ Certifications and licenses verify your expertise and proficiency.
▪ Memberships indicate that you stay current with industry trends.
▪ Language skills enable you to collaborate with diverse groups.
▪ Publications and appearances elevate your status from professional to
expert.
▪ Projects you participated in can easily highlight your biggest
accomplishments.
▪ The conferences you attended
▪ highlight your passion for continuous learning.
▪ Hobbies and interests showcase your soft skills and add to your personal
appeal.
▪ Volunteer work, according to studies, boosts employability.

9. Complement Your Resume with a Cover Letter - A cover letter must be submitted!
Your cover letter enables you to talk more naturally in full sentences and elaborate
on themes you had to keep brief in your CV.
Guide to crafting a standout cover letter:
• Tailor your cover letter just like your resume, making it as relevant to the job
ad as possible.
• Start your cover letter with a strong introduction to grab the reader’s
attention
• Mention the company’s name and highlight your relevant achievements.
• Explain why you are the perfect fit for this position.
• End with an enthusiastic cover letter conclusion with a powerful call to
action, ideally offering a specific date for your interview.

10. Proofread and Email Your Resume the Right Way

Before sending the resume. Here are some resume best practices to keep in mind so
you can rest assured that you have the perfect resume:
1. Review your resume with this checklist to tick off all the check marks for
formatting and style.
2. Double-check your resume before sending it out. See if you have all the
right sections and whether they have all you need to succeed.
3. Scan your entire application with a tool like Grammarly to check for
spelling or grammar mistakes.
4. Ask a friend or family member for help. Better safe than sorry!
5. Personalize your email with the name of the person reading your resume.
Sending a resume is much more compelling when you avoid “To Whom It May
Concern”.
Conclusion

Recruitment is a critical activity for organizations of all sizes. By grasping fundamentals

and applying the appropriate tactics, organizations can identify the ideal applicant for their
available positions. The secret to successful hiring is developing a strategic approach that is
suited to the requirements of your company. This will guarantee that you have access to
qualified applicants and that your hiring procedure is both economical and successful.

To put it briefly, hiring is the process of quickly identifying the ideal candidate for your
company so that you can start assembling a productive team. Organizations may effectively
find and hire the best individuals to spur growth with the use of contemporary tactics and
procedures. Organizations can identify the right individuals and improve their chances of
success by approaching recruiting with knowledge.

References:

Noe, R.A., et.al. (2016). Fundamentals of Human Resource Management. (6th Edition).
McGraw-Hill Education
Noe, R.A., et.al. (2018). Fundamentals of Human Resource Management. (7th Edition).
McGraw-Hill Education
www.Recruitment: The Essential Guide to Hiring Success - Shiftbase
Phillips, J.M., et.al. (2014). Human Resource Management. (International Edition). Cengage
Learning