ST.

LOUISE DE MARILLAC COLLEGE OF SORSOGON

SORSOGON CITY
GRADUATE SCHOOL
Master of Business Administration (MBA)
Subject: ADVANCED HUMAN RESOURCE DEVELOPMENT MGT (01:00PM-03:00PM)

RECRUITMENT OF EMPLOYEE

Prepared by:
Charen G. Valeriano
Glexel Ayden Lasap

Submitted to:
Dr. Belen L. Dominguiano
Professor
 Chapter 3 Recruitment of Employees

Recruitment on the internet

 The internet has truly changed the way we conduct business today. We now have the
ability to do virtually everything from our computers and recruiting is one of them.

 Using internet is the fastest, simplest, and most convenient or most cost effective way to
reach hundreds of thousands of qualified candidates, 24 hours a day, and 7 days a week.

 Different recruitment sites can provide you with statistics such as how many people
looked at your job posting, how many people submitted their resumes, as well as where
your job ranked with other organizations recruiting for the same position.

 Recruitment sites can provide job seekers with detailed information on the qualifications
you are looking for in a candidate.

 You can even create a customized response form to help filter your applicants further.

Picking Employment Sites

a. Job Sites by Location – job sites with a geographic focus to help you find an appropriate local
resource for your postings.

b. Employment Super Sites – sites that provide visibility in all kinds of media

c. Specialty Employment Sites – sites that provide category listings depending on the vacant
position.

Using Employment Sites to Post Your Job Openings

a. Jon postings on a Web site are very different from typical newspaper ads where you are paying
per word posted in the spread.

b. You are not restricted by the number of words you can use in your description, and most
employment sites have search engines for applicants to use in finding job postings.

c. You can offer as many ways as possible for the applicant to reach you, e.g., phone, fax, email,
and “snail mail” with your complete address.

d. You can respond immediately with an acknowledgment, personalized if possible, to the applicant
via email.
Online Job Search for Applicants
1. Identify the jobs, employers, and locations that interest you, and then find out where you can
submit your application based on your qualifications. The Web is a treasure of useful information.
Job-Hunt’s “Pick Your Next Employer” section has links to how-to articles, directories of
employer Web sites, and list of potential employers.

2. Read the “Know BEFORE You Go (or Apply)” series of articles by Job-Hunt’s research expert
Parmelee Eastman about choosing the best potential employers, and gathering necessary
information to prepare a cover letter, and how to impress interviewers with your knowledge of
them and their organization.

3. Once you know the job you want and have collected the necessary information about the job and
your prospective employer, you need to create your resume, learn how to complete online forms,
and customize your LinkedIn Profile or your personal resume Web page with “keywords” for
recruiters to find.

4. Established an email account, different from the one you use in your job or your school. Use this
personal account that your current employer cannot read and enable potential employers and
other job search contacts to stay in touch with you easily and safely.

Tips to Job Applicants to Avoid Illegal Recruitment

1. Do not apply at recruitment agencies not licensed by POEA or the Philippine Overseas
Employment Administration

2. Do not deal with licensed agencies without job orders.

3. Do not deal with any person who is not an authorized representative of a licensed agency.

4. Do not transact business outside the registered address of the agency. If recruitment is conducted
in the province, check if the agency has a provincial recruitment authority.

5. Do not more than the allowed placement fee. It should be equivalent to one-month salary,
exclusive of documentation and processing costs.

6. Do not pay any placement fee unless you have a valid employment contract and an official
receipt.

7. Do not be enticed by ads or brochures requiring you to reply to a post office (P.O.) box, and to
enclose payment for processing of papers.

8. Do not deal with training centers and travel agencies, which promise overseas employment.
 9. Do not accept a tourist visa.

10. Do not deal with fixers.

Recruitment Process/Recruitment Plan

This plan is an effort to quickly fill the HR request with an individual who first satisfies the job
specifications.

1. Formulating a recruiting strategy

This choice is between internal and external recruiting strategy.

Comparison of Promotion from Within (Internal Hiring) versus External Hiring

Promotion from Within

Advantages Disadvantages
 Provides greater motivation for good  Promotes inbreeding (narrowing of
performance thinking and stale ideas)

 Provides greater promotion opportunities  Creates political in-fighting and pressures

for present employees to compete

 Improves morale and organizational loyalty  Requires a strong management

development program

 Enables employee to perform the new job  Creates a homogenous workforce

with little loss of time
 Familiar with the organization on how it
operates

External Hiring

Advantages Disadvantages
 Provides new ideas and new insights  Loss of time due to adjustment

 Allows employee to make changes without  Destroys incentive of present employees to

having to please constituent groups strive for promotions

 Does not change the present organizational  No information is available if the applicant
hierarchy can blend with the rest of the group
 2. Searching for job applicants
The applicant search may involve traditional recruiting methods or through the use of e-
recruitment

3. Screening the applicants

Applicants should be screened to eliminate individuals who obviously unqualified.

4. Maintaining an applicant pool

Applicant pool consists of individuals who have expressed an interest in pursuing a job
opening and who might be feasible candidates for the position.

Sources of Applicants
A. Internal Sources – the use of promotion from within taking into considerations the advantages
and disadvantages. Companies use job posting and job bidding to inform employees of job
vacancies. For companies using IT, they have portals which are accessible to all employees.
Although the use of portals may not be applicable for small organizations, one has to always take
note that to fill an opening, it is better to look at the current employees first.

B. Referrals – present employees are asked to encourage friends and relatives to apply. This is the
most often used recruiting tool in small organizations

C. External Sources
1. Job advertisement – placement of help-wanted advertisements in newspapers, trade and
professional publications, or on radio and television.

2. Employment centers or agencies – agencies that charge a fee for each applicant they
place.

3. Campus recruitment – a primary source of entry-level job candidates. This is usually

coordinated with the university or college placement center.

4. Internships – for students with practicum or on-the-job training, this can help them in
honing their business skills, check out potential employers, and learn more about their
likes and dislikes when it comes to choosing careers. For employers, they can use their
interns to make useful contribution while they are being evaluated as possible full-time
employees.

5. Job fair/special events recruiting – joining or sponsoring employment fairs.

6. Online recruitment/e-recruitment
Alternatives to Recruiting
1. Subcontracting/outsourcing – subcontract work to another organizations wherein the
organization loses some of its control over work that is outsourced. The company takes
full operational responsibility for performing that function rather than just supplying the
personnel. This is now the trend for most companies to avoid recruitment of additional
employees.

2. Overtime – used to avoid the incremental costs of recruiting and hiring additional
employees for a short period of time.

3. Temporary help - use of temporary help services to fill the needs of companies on a
temporary basis. When the company is downsizing, temporary employees create a
flexible staff that can be laid off easily and recalled when necessary.

4. Employee leasing – similar to temporary help agency but employees are not temporary.
Leasing companies issue the worker’s paychecks, take care of personal matters, ensure
compliance with workplace regulations, and provide the required employee benefits.

Writing a Resume
 Curriculum vitae are a document that describes your qualifications, including but not
limited to your profile, goals, skills, education, and professional experience.

 An employer mostly sees a preview of how you can contribute to their company. A brief
resume gives your employer what you can offer them if they hire you.

 For employers, the resume is screening device. Big corporations get thousands of them
every year so you have to get their attention and show your prospective employer that
your resume is worth a second look.

 Resume writing is a critical task. People are always confused about resume writing. They
don’t know what to write in a resume and what not to write. To get the attention of those
in charge with recruitment, you need to use words that would highlight what you do best
since your resume is the first step in “marketing” yourself to your perspective employer.

 In terms of style and format, keep in mind the position and the company where you are
applying.
Different Parts of Your Resume
1. Name, Address, and Telephone Number – These should be on top for companies to
remember your name. If possible, use a font size larger than what is used on the rest of
your resume.

Example:

DR. CRISPINA RAFOL CORPUZ

Ambid St. Biluso, Silang, Cavite
09228155973
fenny104@yahoo.com
crcorpuz@dlsd.edu.ph

2. Job Objective – This is crucial because it informs the employer if there is a match
between the job vacancy and what you can offer. If you can offer what the employer is
looking for, he/she will read on.

Example:

Seek a position as an HR manager using my Ph.D. in HRM and proven track

record in human resource management in both industry and the academe.

Seek a position as an advertising sales representative using my academic

background, proven sales skills, and retail experience.

3. Education – List your educational experience in reverse chronological order. Include a

high GPA and any honors and awards received. List the key courses relevant to the job
you are seeking.
Example:

University of Santo Tomas

Ph.D. in HRM GPA: 1.25
MS in HRM GPA: 1.5

Coursework: Compensation and Benefits Administration, Training and Development,

Performance Appraisal, Labor Relation, Career Development, Management Research,
Cooperative Management.

Honors and Awards Received:

Magna Cum Laude (Ph.D. HRM, UST)

College and Deans List Scholar (UP Baguio)
Regional Finalist, Metrobank Outstanding Teacher
CHIMES Awardee, De La Salle University-Dasmariñas
4. Skills – Employers want to know what skills you have. Highlight the main skills required
of the position you are seeking. By doing so, you increase your chances of creating a
match in the employer’s mind. Use STAR-Situation, Technique, Action, Results---as a
guide and template. Positive results create positive reactions. If you can quantify your
results, you are talking in a language employers understand.

Example:

Prepared the Personnel Policy Manual of Caffmaco and the Personnel Policy Manual
for Silang Municipal Employees. Prepared a textbook in Human Resource Management
(1st, 2nd and 3rd edition) and the Human Resource Manual for Cooperatives.

Organizational Ability: Actively involved in arranging and initiating leadership and

research conferences; responsibilities include massive information campaign to ensure
maximum attendance, preparing and coordinating the different activities involved.

5. Work Experience – List in reverse chronological order. Play up your work if it is career-
related or requires skills you want to emphasize. Whenever possible, use job descriptions
that are results-oriented.

Example:

Employment Background: Caffmaco Feeds Inc. Personnel Officer

Duties: Prepared the personnel policy manual

Updated the company’s job description
Initiated training programs to enhance the skills of the employees
Revised and updated the performance appraisal methods and the salary scale by
means of conducting wage and salary survey

6. Communication Skills

Example:

Reinforced and interpreted company procedures and policies to newly hired employees
during orientation.

7. References - Choose them carefully. The trend is not to include the references on the
resume. It is better to use every precious inch of space to promote yourself. Initially, you
can just place there that references are available upon request.
Web Sites for Philippine and Overseas Jobs

esljobsworld.com
Excellent web site for Filipinos to find English teaching jobs abroad

WorkAbroad.ph
Overseas jobs for Filipinos posted by Philippine recruitment agencies licensed by POEA

poea.gov.ph
The official web site of the Philippine Overseas Employment Administration which contains
overseas job vacancies

jobstreet.com.ph
The site of JobStreet Philippines which is part of JobStreet Network. You can expand your job
search out of Philippines by going to other JobStreet sites.

bestjobsph.com
Best Jobs Philippines, a Philippine job listing site with mostly local, but also overseas jobs

phil-job.net
The official government site for Philippine jobs sponsored by Department of Labor and
Employment, with significant number of job listings in the Philippines

Monster.com
This job site mostly posts U.S. jobs. Occasionally, it posts professional jobs in the Philippines
recruited by multinational companies.

GoAbroad.com
This job site includes teaching jobs, jobs in hospitality industry, and other entry level professional
jobs
www.bayt.com
It is the top source for jobs in the Middle East. The job site has sections like My Workplace, Find
Jobs, Post CV, Career Resources, Employers, etc

www.naukrigulf.com
A leading Dubai job site which has categories like Search Jobs, Job Seekers Login, Career Tools,
and Post resume. Browse jobs by keyword, experience, location, and functional area. It is among
the fastest growing job web sites in the gulf.

GulfTalent.com
Professional jobs in Dubai and other Middle East regions

jobs.theemiratesnetwork.com
It is a one-stop destination for thejob seekers and the employers across Emirates and Middle East.
The site is divided into sections: Job Search by Company, Advanced Job Search, My Account,
Career Tools, etc

jobsindubai.com
It is a premier job site of Dubai and claims to be the largest e-recruitment service. Browse the
jobs and also go through the categories featured in the web site like Employers, Career Centre,
Login, etc

www.uaedubaijobs.com
This is the leading job site of Dubai. The job seeker can browse jobs by industries like banking,
customer service, finance, healthcare, technology, and many others. The site features Your
Searches, Your Jobs, Resources, Link To Us, etc

RecruitGulf.com
It lists the job openings in Dubai and Gulf. You can search jobs by company or agency. The
section of Hot Jobs is very helpful to the users of the job seekers.

DubaiJobs.Net
This job site has categories like Urgent Jobs, Jobs in Dubai Search, etc. It offers job listings in the
categories like Information Technology, Hospitality, Administration, Accounting, etc
uaestaffing.com
It is the largest job site in UAE. It features the latest jobs in Dubai which include IT, Marketing,
Administration, and many more.

www.gulfconstructionjobs.com
Current construction job vacancies in the Gulf region