ABMS111 - Organization and Management Reading Material

Topic: Staffing - Recruitment and Selection

People can be considered as the most important resources of the company. All the other resources are within the
control of people. It is therefore important to put people first and invest in their growth and development. Top
organizations bank on their competent and dedicated human resources. The human capital is the economic value
of people with job-relevant abilities, knowledge, ideas, energies, and commitments.

WHAT IS STAFFING?

 It is defined as the process of attracting, developing, and maintaining a high-quality workforce.

 Staffing is also known as Human Resource Management. Staffing is an important function as it ensures
efficient performance of all other management functions. All other management functions are performed by
skilled and experienced human resources. Staffing involves recruitment and deployment of quality personnel
in various positions across an organization. It is the process of hiring eligible candidates in the organization
or company for specific positions. In management, the meaning of staffing is an operation of recruiting the
employees by evaluating their skills, knowledge and then offering them specific job roles accordingly.

Why is this function important?

 Staffing is an important management function. It relates to the recruitment, selection, development, training,
and compensation of human resources in an organization. It is a continuous management function and
involves the top management of most businesses. Staffing plays a very important role in any organization. It
enables the organization to effectively and efficiently discharge all other management functions.
 Competitive advantage can arise when human resources are managed properly. Superior shareholder
value can be enjoyed by a company that practices people-oriented human resource management.
Managers must be able to change how they view people, that they are not only assets but a form of
investment. Certain work practices can also contribute to effective individual and organizational
performance.

HUMAN RESOURCE CATEGORIES

 Attracting Quality Workforce

 Developing A Quality Workforce
 Maintaining A Quality Workforce

ATTRACTING QUALITY WORKFORCE

 It includes human resource planning, recruitment and selection.

 It involves 2 main steps:
1. Assessing the current human resources
2. Meeting future human resource needs.

Assessing current human resources involves knowing the socio-demographic profile of the employees such as their
age, length of service, educational qualifications, work experience, trainings attended and other vital information. By
referring to their personnel records the company can tell when a certain employee will retire and what other
positions can be given to him during his stay in the office. In this manner, the company is also benefitted because
internal sources are tapped when there are job openings in the future. They can also be prepared to handle a much
higher postion while there is still enought time.

In meeting future human resource requirements, the company can refer to its departmental and overall plans. For
example, if there is a plan to put up another branch in Davao next year, the company will be able to know if there
are qualified employees, how many are they and how many should be hired from the outside.

1. WHAT IS RECRUITMENT?
Recruitment is the process of informing prospective applicants about job vacancies and encouraging them to apply.
It is also developing a pool of qualified applicants for current and future vacancies.

The recruitment process involves finding the candidate with the best skills, experience, and personality to fit
the job. It requires a series of collecting and reviewing resumes, conducting job interviews, and finally selecting and
onboarding an employee to start working for the organization.

Human Resource Management, otherwise known as HRM or HR for short, is the function of people management
within an organization. HR is responsible for facilitating the overall goals of the organization through effective
administration of human capital — focusing on employees as the company's most important asset. Recruitment is
the first step in building an organization's human capital. At a high level, the goals are to locate and hire the best
candidates, on time, and on budget.

SOURCES OF APPLICANTS

a. INTERNAL
- An employee will be transferred from one department or branch and to a much higher position.
b. EXTERNAL
- Applicants from job applicants are schools, employment agencies, advertising, referrals, unsolicited
application and competitors

Internal sources include the employees of the company who might be interested to handle much higher positions,
those who want to transfer from one department or branch to another or those who have been laid-off but have
rendered impressive performance during their stay. With internal sources, the company is able to save time, effort
and money because announcement of the job opening can be made during meeting or a notice can be posted on
the bulletin board or Intranet can be utilized for the purpose. There is also a greater possibility of success because
the employee has a track record and has already demonstrated his skills and competencies. Adjustment is also
facilitated because he is a member of the organization and is familiar with its culture.

Schools provide a good source of applicants who have fresh ideas, drive and enthusiasm and are willing to accept
minimum wage. They are also receptive to new ideas. Companies can advertise the job openings or get the service
of employment agencies, both of which are expensive but are able to inform a good number of job applicants.
Screening is also difficult when the organization is deluged with too many applications. Some companies encourage
their employees to refer friends or former officemates and classmates to apply. One benefit is the assurance that the
applicant will comply with the job requirements and work hard to meet expectations having recommended by a
friend. It is also common to have walk-in applicants or the unsolicited application. It is inexpensive but sometimes
some of the applicants are not fit for the job. Employees of competitors may apply too bringing with them everything
that they learned from their former employer. However, these applicants usually charge a much higher rate
because of their experience.

2. WHAT IS SELECTION?

What is selection of employees? Why is it important for companies to select their employees carefully?
 Selection is a process of picking the right candidate with prerequisite qualifications and capabilities to fill the
jobs in the organization.
 Selection is the process of choosing a qualified person for specific role who can successfully deliver
valuable contributions to the organization. The term selection can be applied to many aspects of the
process, such as recruitment, hiring, and acculturation. Selection is the process of hiring employees among
the shortlisted candidates and providing them a job in the organization. 
 Selection is an important process because the success of any organization depends on its employees.
When an employee is well suited for their job, the entire company can enjoy the benefits of their unbeatable
success. Recruitment and selection help organizations choose the right candidates for the right positions.
Therefore, understanding the difference between recruitment and selection is essential to reduce any losses
for an organization. 
 After the company has recruited job applicants, the next step is to select who among the job applicants
should be given the position. Companies vary in terms of the selection procedure that they follow.

More information about Figure 2. Selection Process followed by Large Companies

  The selection process of large companies usually starts with the submission of credentials such as transcript
of records, application letter, and curriculum vitae. Initial paper screening is conducted to separate those
who are fit from those who are not. This, therefore, reduces the number of job applicants who will move to
the next phase which is written examination.
 Companies also vary in terms of the type of written exam given to applicants but usually a mental ability test
is given which is composed of mathematics, verbal reasoning, and nonverbal reasoning. The test is not
lengthy and applicants are to take it within a limited period of time. Those who passed the written
examination are then interviewed by the Human Resource Director.
 A battery of tests is given to a fewer number of applicants. This time the tests do not only measure one’s
mental ability but also his/her level of emotional maturity. Personality tests are administered after all the
other written exams have been conducted. After this stage, the remaining applicants are ranked and the
three who obtained the highest score (Rule of Three) will, then, be asked to submit themselves to a final
interview. A panel, which is composed of the President, Vice President for the functional area, immediate
supervisor and the human resource director,is assigned to interview the job candidates. Deliberation is
made and the choice is advised to take the medical exam.
 The medical exam is important because companies want their employees to be productive and this could
only be possible if they are in good health. The medical exam can be conducted by a company physician
although in the case of smaller firms, applicants are just advised to present a medical certificate.
 Simultaneous with the conduct of medical exam is the background check. A background check is aimed at
verifying the information provided by the applicant in the resume and during the interview. Companies have
three ways of doing it: call, email a form to be accomplished by the character reference or conduct a
personal interview. The first one is usually the most common. It is at this point when someone with the
highest rank does not get hired due to information derived from the character references.
 Once the applicant has passed all the stages, he, then, receives information about being chosen for the job.
Information is relayed by means of a text, an email or call. Instructions are given about the next step.

Question to ponder:

 If you would be the one to hire, which applicant will you choose – a family member or the walk in (knowing
that they have the same qualifications)?