Chapter VI Edited

Human
Resource
Management
Ms. Carmina L. Castillo, JD.RN.REB

Learning Outcomes:
• After this chapter, the students should be
able to:
1. Define recruitment;
2. Describe and discuss the different
sources of recruitment;
3. Determine and analyze the steps in
recruitment
RECRUITMENT
It is an HRM practice of tracing and enticing
probable hires from a pool of job seekers.
The company starts by notifying job seekers

about the qualifications needed to match
the particular job and the personal and
professional advancements they can offer
Company will decide whether to recruit

internally or externally
SOURCES OF RECRUITMENT
1. INTERNAL SOURCES
URGENT HIRING!!!
2. OUTSIDE SOURCES Nurse
Qualifications:
At least 26y/o
Licensed/Registered
With 5 years hospital
• OUTSIDE SOURCES: experience
– Advertising
• Usual manner of locating potential hires
– TV ads
– Radio ads
– Direct mail
– Print ads
– World Wide Web
Cont…
– Walk-ins
• These are people who do not apply in response to
any type of advertisement; rather, applicants come
to office and submit their application together with
their curriculum vitae
• According to some, walk-ins tend to be more

effective and dedicated to work
• Reminder: “All applicants must be treated with

courtesy and respect”
cont….
– Internet Recruiting
• One of the most popular ways of locating and
attracting job applicants
• Beneficial both to the company and to

applicants:
– To company, it is less costly because it will reduce

expenses incurred for filed records;
– On the part of the applicant, there will be less

expenditures on printing, mailing, and re-copying
resumes
Cont…
– Employee Referral Program
• The company finds applicants through the help of
their existing employees
• As motivation, most employers reward the referring

employee with incentives and bonuses
• This method is now becoming common in most

companies.
• Downside: “Nepotism” (the practice of hiring

relatives)
Cont…
– Head Hunters
• These are firms that help companies fill
executive positions
– Campus Recruiting
• The company finds applicants through linkages
with Colleges and Universities
– Employment Agencies
• Agencies may either be public or private
businesses which aims to assist companies with
their staffing need requirements
INTERNAL SOURCE
• Promoting from within the company makes a
perfect sense due to the fact that the potential
candidate is already a member of the work team
and the managers already know their
performance level.
• Internal recruitment lessens recruitment and

hiring costs.
Methods for Identifying
Qualified Internal Applicants
1. INVENTORYYING MANAGEMENT TALENT

Profiling of employees relevant information to
properly spot the skills and capabilities of their
existing employees.
2. JOB POSTING AND JOB BIDDING

Organizations communicate information about job
openings normally by publishing on company bulletin
boards easily visible to the employees. It can also be
made through the company’s newsletter, internal
vacancy notification memo, or e-mail.
STEPS IN RECRUITMENT
1. Determine Job Vacancy

Job vacancy may exist for variety of reasons like
resignation, termination, job abandonment, transfer
or promotion.
2. Plan How to Fill an Open Position
Company decides whether to advertise internally or
externally; Managers are expected to prepare a list
of worker requirements that job candidate must
possess.
3. Identify the Target Segment
The company must pinpoint who they want to hire.
Cont…
4. Reaching Out to Targets
The most common method in this step includes
posting jobs online, job fairs, campus
recruitment, etc.
5. Meet-Up with Job Candidates

During this step, recruiters conduct an initial
screening to ensure that job seekers meet the
job specifications.
Assignment:
• Interview one UBLC HR personnel
– Ask about the company’s recruitment
practices
– Give (at least 3 sentences) your comment
applying the discussion about recruitment
• Search online for 5 top local/multinational
companies and their best practices in
recruitment and hiring
• Make a resume with picture
(To be submitted on May 16, 2020; Word format)

“Nothing is impossible;
Even the word says I’m possible”.

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Human

Ms. Carmina L. Castillo, JD.RN.REB

The company starts by notifying job seekers

Company will decide whether to recruit

• According to some, walk-ins tend to be more

• Reminder: “All applicants must be treated with

• Beneficial both to the company and to

– To company, it is less costly because it will reduce

– On the part of the applicant, there will be less

• As motivation, most employers reward the referring

• This method is now becoming common in most

• Downside: “Nepotism” (the practice of hiring

• Internal recruitment lessens recruitment and

1. INVENTORYYING MANAGEMENT TALENT

2. JOB POSTING AND JOB BIDDING

1. Determine Job Vacancy

5. Meet-Up with Job Candidates

(To be submitted on May 16, 2020; Word format)

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