CHAPTER 1

Rationale and Background

Introduction

This is the first part of Chapter 1 and it contains the rationale and

background of the study, theoretical framework, research paradigm, statement

of the problems, significance of the study, scope and delimitation of the study,

and definitions of terms.

Rationale and Background of the Study

The organization is a social unit of people that is structured and

managed to meet a need or to pursue collective goals (businessdictionary.com).

To have a better organizational structure of a firm, an employer must have

collaborated with the Human Resource Department in recruiting employees

with a good background and are skills that can be an asset to the company.

Human resource management involves planning, implementing, and managing

recruitment, as well as selection, training, career, and organizational

development initiatives within an organization.

Employers are critical when selecting the best employees for the

company. In this competitive era, where so many companies are adaptive to

what is now in this world of globalization, employers are challenged to get the

best applicants that will keep surviving the companies in this global market

place. Graduates with better qualifications will have to gain these expectations.

Choosing the best graduates can also affect what universities or business

schools they have graduated. If the school is known to produce graduates who

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are ethical and responsible to become a leader and a good employee, it can also

affect the credentials of the graduates as these schools created the best

graduates that would fit the choice of the employers. Also, the basis of the

employers on business graduates, are their past employment. But for fresh

business graduates with no work experience, usually their internships on how

well-trained they are.

Also addition, in finding the right candidate for the position, a job

analysis might help the employer. As the purpose of job analysis specifically in

recruitment and selection process according to Juneja, P. (2015), is it helps the

employer to determine the right person for the specified job, which includes

their educational qualifications, level of experience and their personal qualities,

physical, technical, and emotional skills.

Soft skills such as communication skills, presentation skills, creative

thinking skills, etc., play an important role in the ability of business graduates.

And these were some business graduates are lacking and one reason why they

are unsuccessful in the recruitment phase. Employers are naturally risk-averse

and prefer a more experienced worker who doesn’t require much training. These

types of preferences can cause unemployment rates among business graduates.

Therefore, this study aimed to determine the employer’s preferences in

hiring business graduates.

Theoretical Framework

Employers look for graduates who could help the company to be

competitive locally and globally. In an article written by Graduateland Editorial

Team (2017), employers already take expectations of applicants who are

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business graduates, for they already have acquired some abilities and skills,

both soft and hard skills which could be a solid understanding of their

learnings on how the business world works. This for the employers, will be an

advantage for the business graduates as it demonstrates that they have what it

takes for them to be hired in the position needed by the company.

The researchers would anchor this study to The Human Capital Theory

as it is relating to the employer’s preferences in hiring a business graduate. The

Human Capital Theory of Becker (1964), as cited by Ross (2015) in an article

entitled “What is Human Capital and how is it used?”, in which he said that it

is the important contribution to the development of employee which relates to

training and in the hiring process. The theory refers to aggregate stock of

competencies, knowledge, social, and personal attributes embodied in the

ability to create intrinsic and measurable economic value which can help to

determine the preferences of the employers.

Human capital as competency in the employer’s hiring process is the

qualities and skills that business graduates must possess to prove and be

qualified to the standard set by the employer. Those preferences of the employer

are a guide for them to be able to select the best candidates for the position.

Human capital as knowledge is an important asset of a business

graduate, as it is part of the educational learning process together with skills.

The relationship between knowledge and skills possessed by business

graduates has been one of the subjects of the employer in hiring and selecting

an employee. It is one of the most important factors that business graduates

need to have to enhance their employability.

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 Human capital acts as a resource of a company, it is like an investment

every day and in future productivity and not just the consumption of resources.

Preferences of the employers in selecting employees must be well-determined to

select the best employees that can be the greatest asset of a firm. Most

employers looking for business graduates are with strong business insight,

good interpersonal skills, leadership skills, problem-solving skills, and effortless

communication abilities. On the other hand, employers tend to hire employees

who have greater opportunities in career progression, and who are dedicated to

training and skills development for being ambitious with clear potential.

INPUT PROCESSING OUTPUT

The profile of the

respondents as to;
Form of business;
Size of the enterprise;
Business type;
Number of years in
operation;
The preferred source of
recruitment and selection of
business graduates in terms
of:
Internal sources; Descriptive
External sources;
The degree of importance of Employer’s Preferences
preferred skills and qualities
Research
of business graduates as to:
General skills; Method Using in Hiring Business
Personal qualities;
Specialized skills;
Survey Graduates

Questionnaire

Figure 1.
Research Paradigm
The Conceptual Framework

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 The research paradigm shows the input or information needed for the

study which are the profile of the respondents: forms of business, size of the

enterprise, business type, and number of years in operation, the employer’s

preferred source of recruitment and selection of business graduates in terms of:

internal sources and external sources and the degree of importance of preferred

skills and qualities business graduates as to: general skills, personal qualities

and specialized skills. The paradigm also shows the process or the method that

the researchers did to gather the information and the expected output of the

study. The method that the researchers used was the descriptive research

method in using the survey questionnaire and the expected outcome was

determined by the employer’s preferences in hiring business graduates.

Statement of the Problem

1. What is the profile of the respondents as to:

a.) Form of business;
b.) Size of the enterprise;
c.) Business type;
d.) Number of years in operation;
2. What is the preferred source of recruitment and selection of business

graduates in terms of:

a.) Internal sources;
b.) External sources;
3. What is the degree of importance of preferred skills and qualities of

business graduates as to:

a.) General skills;
b.) Personal qualities;
c.) Specialized skills;

Significance of the Study

The result of this research study would hopefully be beneficial for the

following individuals and to the organization:

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 Employers, this study could help the employers to select the best

candidate for a needed position in the company.

Business graduates, this study could help the business graduates on

what are the preferences that an employers of the company find for and to

enhance their potential even more.

Undergraduate students, this study could help the undergraduate

students to gain more knowledge on how employers recruit and select the best

talents for the position.

Future Researchers, it will serve as a reference for students and

researchers to conduct further similar research.

Scope and Delimitations of the Study

This study talks about the employer’s preferences in hiring business

graduates and focused on the employers of different companies. It was also

based on the certain standards placed down by the research such that the

respondents have meaning for the data collected. The researchers delimited the

study within the area of Dagupan City. The study was conducted by the

researchers during the first semester of the academic year 2019-2020.

Definition of Terms

The organization, a social unit of people that is structured and managed to

meet a need or to pursue collective goals, but in this study, companies that

need a qualified applicant to boost their business in this competitive market

place.

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Human Resource Department, responsible for hiring and firing employees,

training workers, maintaining interoffice relationships and interpreting

employment laws, but in this study is they collaborate with an employer in

recruiting employees with good background and the skilled person that can be

an asset to the company.

Employer, a person or institution that hires employees, but in this study, is the

person that is responsible for hiring business graduates that will fit for the

position needed in the company.

Applicant, a person who applies for something, especially a job, but in this

study, is the business graduate who will be one of the focus of this study.

Recruitment, a process of finding and hiring the best-qualified candidate for a

job opening, but in this study, it is the method to find business graduates and

what skills, qualities and abilities they need to be qualified for the position.

Globalization, the process of interaction and integration among people,

companies, and government worldwide, but in this study, it is the reason why

employers need to be competitive and must have a strategic plan when finding

business graduates who are locally and globally competitive.

Business Graduates, individuals who have a degree in Accounting, Business

administration, Human Resources, etc. But in this study, these are individuals

who will be benefited from this study, as the researchers are gathering the

information that would determine the employer’s preferences in hiring.

Job Analysis, process of gathering and analyzing information about the content

and the human requirements of job as well as which job to be perform, but in

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this study, this is one of employer’s tool in finding and selecting a business

graduates that has the abilities, skills and qualities for the position needed for

the company.

Chapter 2

Review of Related Literature

In this chapter, the researchers presented studies about the research

that has been reviewed by the researchers which serve as a source of

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information in building the foundation of the study which is gathered from the

Internet, journals, articles, author and other references.

Foreign Literature

According to Breanne Harris (2019), as cited by Arlene Hirsch (2019),

that assessing performance is focused on the present and will tell how well new

business graduates can perform the role today. In his study, he mentioned that

the ability to be successful in a role that goes beyond the business graduates’

current responsibilities and also potential is all about what’s ahead and how

the persons or the business graduates soon will perform the knowledge or the

skills they have to impress their employers.

Mary Scott (2019), the founder of the Scott Resources Group, a research

and consulting company in West Hartford, which also cited by Hirsch, coined

out that companies that plan to convert interns into the full-time employees

need to bring the same rigorous criteria to their hiring of interns as they do in

hiring new graduates for entry-level positions. Both employers and business

graduates may need to experiment with a variety of options, including enhanced

internship opportunities and apprenticeships or training.

In an article published by Chau Joanna (2019) entitled “What Do

Employers Want from Business Graduates”, stated technical skills can be

learned on the job or in school, but the soft skills are more challenging to get

right. Future employees need to have both technical and soft skills to get their

preferred job in the working environment.

According to Mark Mitchell (2018), a director of gradireland.com, stated

that business graduates know that their employability rises when they have

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completed an internship or work placements or if they have a position of

leadership in a college club or society. The employers attracted if they’ve got

involved in the student competitions, or give all of their time, energy and also

their effort.

An article published by Lizzi Hart (2019) entitled “10 Reasons Why You

Should Hire a Graduate”, there are ten reasons why an employer should hire a

recent graduate, and one of the reasons is they’re keen to learnings and

progress. To do this is they need to show that they are hardworking and can

accept adaptability. Also, they take a lower salary, because a competitive salary

for a graduate within the business area or industry will be enough for them and

anything higher will be more appealing to them. They also have different

outlook, they’re willing to adopt because this is their first job and they will want

to impress, they’re clean slate, they’ll question the way things work, they have

market knowledge, they’ll be more comfortable with technology, they’re

probably used to multitasking and they have competitive backgrounds.

Alex Vanover (2016), in his article about employer’s choice, whether they

prefer experienced worker or recent workers, shows that it is neutral, as both

shows risks and potential to be qualified for the position they are applying for,

whether the applicants are experienced or new college graduates.

Employers look in differences, vary from salaries as experienced

workers, MBA and have professional licenses expect a deserving pay the years

to develop their skills unlike from new graduates who expect lower starting

salaries. In training and development requires by a certain company, new

graduates can easily be trained and adapt for a basic system and later the

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progress of complete knowledge in the system of organization. However, for the

experienced workers, they have the difficulty in adapting the system because of

the practices they have established that they have gained their past works.

According to Allison Doyle (2019), published an article about how an

employer decides and who to be hired. She tackles in the article that

supervisors and human resources professionals or the employers draw up a job

description on which inside it is the preferred qualifications that must be met

and will the basis of the graduates’ job seeker. On the hiring process, the

selection criteria which include the skills, qualities, and specialization will be

used by the employers as their basis for screening and evaluating the potential

candidates.

The researchers consider it an important part of the process as it will be

one of the strengths of the company. Also, employers will be able to verify that

an applicant has met a certain degree and knowledge that is stated on the form.

Local Literature

In an article by published Jobstreet Philippines entitled “PUP top

employer’s choice survey” in 2016, they surveyed for graduates to the 550

companies. The result showed that PUP graduates top the survey where most of

the companies prefer to get employees. According to their findings, PUP

graduates have the potentials that companies look for in an applicant.

Respondent-employers on the same survey and why prefer pup graduates for

they are very hardworking and eager to learn, often going the extra mile on task

vested to them. In this survey, it shows that most of the company consider the

school where applicants are graduated in. But some employers still look for the

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skills that graduates possess. Philip Gioco, manager of Jobstreet Philippines,

said that as long as the applicant is willing to learn and to be trained, is flexible

and has good behavior, employers will prefer them.

The researchers believed that when it comes in hiring business

graduates, the employers do not tend to look only for the qualities and skills,

employers also value experience or previews internship, in which their

applicants had learned knowledge which they can apply as they prepare

themselves to face the real world and have more confidence in job hunting.

Jessica Fenol (2019,) an ABSCBN journalist, has published an article

about employer’s preferences in fresh business graduates. He had interviewed

Philip Gioco, JobStreet Philippines Manager, of which he shares top skills what

employers are looking for when hiring fresh business graduates. These skills

are a good attitude and work ethics, good communication skills, analytical

thinking, agility, extra-curricular activities, and standout resume and in the

interview.

The researchers believed that having the above mentioned, it would be the

key and armor of fresh business graduates as these qualities and skills are

what looking for by the employer. And having the mindset and confidence and

proving it to the employer that they are the right fit for the job.

Foreign Studies

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 AL-Mutairi, Naser, and Saeid (2014) conducted a study about Factors

Impact Business Graduates Employability in Kuwait in which are the

knowledge, soft skills factors, personal abilities, and working within groups.

They found that these factors help the business to grow more in a competitive

manner. Business graduates have more opportunities to find a job in a different

type of business, that’s why employers are more preferred to the applicants who

have a work-experienced, who can apply theories into a reality, who has

leadership skills that can build a better path and benefit contribution to their

company.

Competencies Needed for 2015: Employers Preference in Business

Graduate Selection by Laila Zaman in Bangladesh. The business world is

affected enormously because of globalization. It has become a critically

challenge for employers to attain the best talent and good employment and at

the same time sustain economic growth in the economic era. Considering the

situation, employers are now looking for those graduated applicants having a

business degree who will able to meet the existing competition and survive in

the global market place. This study reveals the preferences of the employers in

terms of business graduates’ selection, where it is clear that personal

competency that includes time management, hardworking, and confidence are

more highlighted in Bangladesh. On top of that, this study helps the graduates

for them to be prepared in entering the business world.

National Institutions of Adult Continuing Education (2019), that

employability is better understood as a social construct and stressed that to see

it as only an individual issue was to miss important aspects of the concepts. In

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this study, employers look for people who are flexible and adaptive, willing to

learn on the job, have communication with team players and also exactly

competent and committed to excellence.

According to Penny Loretto (2019), employers are not just looking for the

skills also they look for a graduates’ jobseeker who has the personal values,

characteristics, and personality traits, as these make a good foundation to be

an employee. As students are preparing themselves in the real world, an

internship for the students is needed. With the help of the company,

supervisors, and managers, the internship of one’s student will be a meaningful

learning experience for the become a better and productive intern. This can be

one of their assets to be ready to become an employee and be a leader in any

company.

A graduates who possess a strong work ethic, who is dependable and

responsible, have a positive attitude, adaptability to the ever-changing

workplace, honesty, and integrity, self-motivated, motivated to grow and learn,

having strong self-confidence, and loyalty, will determine your chance and

success be chosen by the employer and will become part of the company your

seeking for a job.

Local Studies

Rappler April 18, 2018, published an article about the Jobstreet 2018

report in which employers are looking for fresh graduates who have the

potential to be a team player. Employers now claim that aside from an

applicant’s attitude or work ethic, they also place more consideration on

communication skills and analytical thinking as top considerations when hiring

fresh business graduates.

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 This inclination toward interpersonal and 21st-century skills has

emerged as JobStreet.com in the Philippines, the country’s larger online job

portal, conducted a survey involving 503 employers from various parts of the

country in February 2018 as part of its annual Fresh Graduates Report. Based

on their survey in 2015 the top determinants in which are experience-based

qualifications – on-the-job training, extra-curricular activities, and part-time

work experience. This shows that more and more employers are opening their

doors to fresh business graduates, presenting a significant shift in what

employers need in these increasingly digital worlds.

Plantilla (2017) conducted a study about Employers’ Perspective on

Business Graduates in Rizal in which that employers are satisfied with the

graduates’ who have a positive attitude, ability to understand and take

direction, integrity and customer service skills. Based on the survey, 90% of the

employers tend to look for the people who are flexible and adaptive, willing to

learn on the job, team players, technically competent and committed to

excellence.

They are also more concerned with work experience, written and oral

communication as one of the most important needed in early career graduates.

Overall, employers are very much satisfied with the specialized skills of the

business graduates, because they believed that knowledge, academic acquired

skills, and competencies contributed greatly to their job performance.

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 Chapter 3

RESEARCH METHODOLOGY

This chapter explains the research design used, subjects of the study and

sampling scheme, data gathering procedures, and the statistical treatment.

Research Design

The researcher used a descriptive method of research whose main

objective/purpose was to determine the employer’s preferences in hiring

business graduates in Dagupan City. The survey questionnaire was the main

instrument in gathering data. The method used was descriptive because it

includes finding out direct responses from the respondents through the survey

questionnaires. The use of this method in this study was to support the

assertions and definitions which would be made by the noted author which

conforms to the description of the present study. Furthermore, this was the

best method for this particular study because it provides a much-needed

description and interpretation of the existing condition and relationship of

prevailing practices and points of view of the respondents in the area of the

study.

Sources of the Data

Among the one-hundred and fifty (150) respondents from different

employers or business establishment, only forty-nine (49) respondents respond

on the survey that determined through the level of saturation which obtained by

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the researchers and availability of respondent. And the remaining 101

respondents denied us to conduct a survey, for the reason that their HR Offices

were not based here in Dagupan City, and others reasoned of confidentiality of

information.

This study covered the employers, HR officers, and hiring managers, who

handled the recruitment and selection of employees in every business in the

area of Dagupan City. The data was gathered through a survey questionnaire.

The locale of the Study

The study was conducted in Dagupan City. The researchers chose this city as

their locale because it is a center for a wide business.

Population and Sampling

The researchers used a convenience sampling technique. It was one type of

non-probability sampling where the sample was taken from a group of

respondents that are easy to contact or reach.

Instrumentation and Data Collection

The instrument used by the researchers in this study was the Survey

Questionnaire.

Survey Questionnaire- was used to gather information from people for

various purposes. It is one of the most convenient and popular methods of

doing so. This data was then collated, processed and utilized according to the

needs of the researcher.

The survey questionnaire that was used would be crafted using

questionnaires from different articles and research outputs.

Tools for Data Analysis

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 The researchers distributed the questionnaires to the targeted

respondents in their respective organizations in Dagupan City in gathering the

data and information that was needed in the research study. The researchers

used descriptive statistics to facilitate data treatment and analysis. Descriptive

research was also called Statistical Research. The main goal of this type of

research was to describe the data and characteristics of what was being

studied. The idea behind this was to study frequencies, averages and other

statistical calculations. It was mainly done to gain a better understanding of the

topic. The answers in the questionnaires were tallied, tabulated, analyzed

statistically using the following statistical measures and tools.

Different sub-problem was strategically treated as:

For sub-problem no. 1, along with the profile of the respondents, frequency

count, and percentage were used. Frequency count was the most

straightforward approach in working with quantitative data. Items were

classified according to a particular scheme and an arithmetical count was made

of the number of items (or tokens) within the text which belong to each

classification (or type) in the scheme. While percentage was a way of expressing

proportion a ratio or fraction as a whole number, by using 100 as the

denominator.

To answer the problem no. (2) What is the preferred source of

recruitment and selection of business graduates; (3) What is the degree of

importance of preferred skills and qualities of business? Another statistical

treatment of data that was used in this study was weighted mean.

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 Weighted Mean (WM) – an average that takes into account the

proportional relevance of each component, rather than treating each component

equally.

∑ fx
Formula: WM = ∑f

Where:

WM = Weighted Mean

fx = Sum of all products of f and x; where f is the frequency of

option and x is the weight of each option.

Weighted Mean. This was used to determine the average score of the

responses by the respondents' appraisal based on the options in the items given

in the questionnaire. This also gives a composite rating per item.

Numerical Value Statistical Limit Descriptive Rating

5 4.21-5.00 Highly Preferred (HP)

4 3.41-4.20 Preferred (P)

3 2.61-3.40 Neutral (N)

2 1.81-2.60 Moderately Preferred (MP)

1 1.00-1.80 Not at all

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 Chapter 4

RESULTS AND DISCUSSIONS

This chapter presents the findings of the study. It answered the problems

of the study. The data used to answer the problems were the responses to

questionnaires floated to different business establishments in Dagupan City.

The tabulated data were subject to statistical measures. The tabular

presentations and discussions were organized based on the problems used in

the study.

Business Profile of the Respondents

This study provides the Business profile of the study in terms of Form of

the Business, Size of the Enterprise, Business Type and Years of Operations.

Table 1.1

Frequency and Percentage Distribution of Respondents

as to Form of the Business

Form of Business Frequency (f) Percentage (%)

Sole Proprietorship 10 20%
Corporation 39 80%
Total 49 100%

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 Table 1.1 shows the frequency and percentage distribution of

respondent’s form of business wherein 10 out of 49 respondents or 20% were

Sole Proprietorship and 39 or 80% of the targeted respondents were

Corporation. The findings of the study show that most of the businesses in

Dagupan City were corporations and big businesses. It can also be gleaned that

Corporations in Dagupan City were the major employers of business graduates.

Table 1.2

Frequency and Percentage Distribution of Respondents

as to Size of the Enterprise

Size of the Enterprise Frequency (f) Percentage (%)

Micro Enterprise 8 16%
Small Enterprise 6 12%
Medium Sized Enterprise 16 33%
Large Enterprise 19 39%
Total 49 100%

Table 1.2 shows that there were 19 out of 49 or 38% of targeted

respondents were large enterprises. Business enterprises composed of 16% of

targeted respondents fell under micro-enterprise. While 12% to 33% of our

targeted respondents were fell under categories of a small and medium

enterprise. The finding shows that most of the businesses who hire business

graduates were into lending and insurance services, branch remittances, a

consultancy firm which has employees of 250 or more, which they size their

enterprise as large enterprise. While the least of our respondents in hiring

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business graduates were in the categories of micro-enterprise, and are solely

owned by a single which only has maximum employees of nine.

Table 1.3

Frequency and Percentage Distribution of Respondents

as to Business Type

Business Type Frequency (f) Percentage (%)

Service Industry 32 65%
Food Industry 2 4%
Manufacturing Industry 2 4%
Merchandising Industry 4 8%
Others 9 18%
Total 49 100%

Table 1.3 shows that there were 32 or 65% of the targeted respondents

were engaged in the service industry. Business enterprises that engaged in car

and motor dealerships that fell under others which composed of 18% of the

targeted respondents. While 4% to 8% of the respondents were engaged in Food,

Merchandising, and Manufacturing industry. The findings showed that most of

the businesses that hire business graduates in Dagupan City were engaged in

the service industry such as lending companies, banking, and financial

servicing. The least to engage in hiring graduates were in the food and

manufacturing industry which means that, in this type of industry, employers

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also hires people who are undergraduates as most of the works needed not

much of a degree. They only hire business degree holders to fill the middle and

top management positions.

Table 1.4

Frequency and Percentage Distribution of Respondents

as to Years of Operations

Years of Operations Frequency (f) Percentage (%)

Less than 5 years 16 33%
6-10 years 6 12%
11-15 years 5 10%
16-20 years 6 12%
21 years and above 16 33%
Total 49 100%

Table 1.4 shows that 16% of the targeted respondents were newly-

operating and operating for more than 21 years in the industry. There was 10 to

12 percent of the targeted respondents were operating from 6 years to 20 years

in the market. The findings show that most of the business organizations in

Dagupan City are either newly-operating in the market or most of them have

already established their names in the market for a long time.

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Preferred Sources of Recruitment

Table 1.5

Internal Sources

Interpretatio
Internal Sources
AWM n
I prefer to:
a) Hire an employee from within
the company. (e.g. shifting job to another
job in the organization) 3.92 Preferred
b) Hire a candidate who will be
referred by my employees. 3.67 Preferred
c) Rehire former employee. 2.76 Neutral
d) Hire previous applicant. 3.06 Neutral
Weighted Mean
2.80 Neutral

Legend:
Statistical Limit Descriptive Rating
4.21-5.00 Highly Preferred (HP)
3.41-4.20 Preferred (P)
2.61-3.40 Neutral
1.81-2.60 Moderate Preferred (MP)
1.00-1.80 Not at all

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Table 1.5 shows that the respondents prefer to hire employees within their

organization. They prefer to hire employees that are within their company. This

kind of internal source of recruitment got a mean of 3.92 which can be

interpreted as “Preferred”. While they don’t give preference on hiring former

employees with a mean of 2.76 and previous applicants with a mean of 3.06

that can be interpreted as “Neutral”.

As to internal sources of recruitment, the employers in Dagupan City do

or do not hire within their organization with a weighted mean of 2.80,

interpreted as “Neutral”. It can be gleaned from the findings of the study that

they were in between favorable or unfavorable responses when hiring within the

organization.

Table 1.6

External Sources

Interpretatio
External Sources
AWM n
I prefer to who hire a candidate:
a) In Employment Exchanges 2.78 Neutral
b) Through advertisement.
3.24 Neutral
c) In Employment Agencies (e.g.
RPR Promotions). 2.98 Neutral
d) In Professional Associations.
3.77 Preferred
e) At campuses or universities.
3.41 Preferred
f) Through online recruitment.
3.2 Neutral
g) Through deputation (i.e. Sending
an employee to another
organization for a short duration of
2-3 years ). 2.59 Moderate Preferred
h) Through use of word-of-mouth
(passing possible job vacancies in 3.47 Preferred
the organizations).

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i) Through walk-in or write-in. (job
seeker come into organization or 4.08 Preferred
write to the organization.)
j) Who is a casual caller. 2.53 Moderate Preferred
Weighted Mean 3.21 Neutral
Legend:
Statistical Limit Descriptive Rating
4.21-5.00 Highly Preferred (HP)
3.41-4.20 Preferred (P)
2.61-3.40 Neutral
1.81-2.60 Moderate Preferred (MP)
1.00-1.80 Not at all

Table 1.6 shows that the targeted respondents prefer to hire walk-

in or write in applicants. This kind of external source of recruitments got the

highest mean of 4.08 or which interpreted as “Highly Preferred”. This means

that they preferred applicants who directly submitted their application paper

without having an appointment with the organization. Casual callers are least

preferred to hire by the targeted organizations with a weighted mean of 2.53

interpreted as “Moderately Preferred”, which means that employers least desire

this kind of applicants as for the reason that they were on a waiting list and

may not need them presently but on future, whenever there is job vacancy.

As to external sources of recruitment, the employers in Dagupan City do

or don’t hire from outside the organization as presented in the table above

which gained a weighted mean of 3.21. This means that the employer's

preferences may prefer or not prefer to use this kind of job recruitment.

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 Table 1.7

General Skills

3.1 General Skills AWM Interpretation

I prefer to hire a candidate who:
a) Has good interpersonal skills.
a.1. He/she an effective team player. 4.78 Highly Preferred
a.2. Good at helping employees in fostering 4.78 Highly Preferred
strong working relationships.
b) Good at verbal communication.
b.1. He/she is effectively communicating with 4.67 Highly Preferred
respect to others. 4.67 Highly Preferred
b.2. Understand and not force an argument on
others.
c) Can listen to others.
c.1. Able to work on a team based 4.69 Highly Preferred
environment. 4.69 Highly Preferred
c.2. Attentive and able to reflect what other
person is saying.
d) Has good numeric skills.
d.1. Good in understanding numbers and 4.45 Highly Preferred
figures. 4.45 Highly Preferred
d.2. Good in calculations and organizing
information.
e) Has good organizational skills.
e.1. Good at creating and keeping deadlines. 4.53 Highly Preferred
e.2. Good at making schedules. 4.53 Highly Preferred
f) Has problem solving skills.
f.1. Effectively resolve problem at timely 4.45 Highly Preferred
manner. 4.45 Highly Preferred
f.2. Good at identifying problems and generate
solutions

27
g) Is computer literate.
g.1. Has knowledge on basic use of computer. 4.65 Highly Preferred
g.2. Understand computer concept and its 4.65 Highly Preferred
limitations.
h) Has planning skills.
h.1. Able to think and decide in achieving 4.63 Highly Preferred
objectives. 4.63 Highly Preferred
h.2. Good at forming strategies to fulfill goals.
i) Is creative.
i.1. Able to come up with ideas that are 4.43 Highly Preferred
entirely unique. 4.43 Highly Preferred
i.2. Understood the success of schedule.
j) Is good at customer service.
j.1. Good at making relationships with 4.84 Highly Preferred
customers. 4.84 Highly Preferred
j.2. Going extra mile to make customer happy
and satisfied.
Weighted Mean 4.61 Highly Preferred
Legend:
Statistical Limit Descriptive Rating
4.21-5.00 Highly Preferred (HP)
3.41-4.20 Preferred (P)
2.61-3.40 Neutral (N
1.81-2.60 Moderate Preferred (MP)
1.00-1.80 Not at all

Table 1.7 shows that the targeted respondents highly preferred all these

types of general skills with a weighted mean average of 4.61. Good at customer

service, interpersonal skills and can listen to others were best-needed

preferences among employers. While good at numeric skills, problem-solving

skills and being creative were also preferred by the employers in the targeted

locale. These attributes must be developed among business graduates when

they seeking for a job. The need to have these certain skills and not just

knowledge is a factor that is highly needed by any companies’ job requirement

among applicants.

28
 Table 1.8

Personal Qualities

3.2 Personal Qualities AWM Interpretation

I prefer to hire a candidate who:
a) Is flexible and culturally fit.
a.1. He she able to adapt the company’s culture 4.69 Highly Preferred
a.2. Can do shifting/rotation of jobs. 4.69 Highly Preferred

b) Is driven or self-motivated.
b.1. Makes sure that work done on time and ahead of 4.86 Highly Preferred
schedule.
b.2. Able to do what needs to be done without other 4.86 Highly Preferred
encourage them.

c) Is reliable.
c.1. Able to manage commitments. 4.78 Highly Preferred
c.2. Excel daily and strive for success. 4.78 Highly Preferred

d) Is hardworking candidate.
d.1. Devoted to his/her craft. 4.78 Highly Preferred
d.2. Has perseverance to do the work right. 4.78 Highly Preferred

e) Is confident and self-managed.

e.1. Challenge themselves and seek out small victories. 4.80 Highly Preferred
e.2. Has come on vision, figure it out and know how to do 4.80 Highly Preferred
it.

29
f) Has integrity and is honest.
f.1. Doing the right thing even when nobody is watching. 4.86 Highly Preferred
f.2. Truthful to his words and actions. 4.86 Highly Preferred

g) Has leadership qualities.

g.1. Find the balance between performance, business 4.73 Highly Preferred
foresight and character
g.2. Great vision and focus on the strength of the 4.73 Highly Preferred
organization.

h) Is modest.
h.1. Shout his/her value through work. 4.65 Highly Preferred
h.2. Humble and doesn’t need to plump himself in front 4.65 Highly Preferred
of
others.

i) Is action-oriented.
i.1. Take action and chances to do the task. 4.76 Highly Preferred
i.2. Focus on action to achieve better results. 4.76 Highly Preferred

j) I prefer to hire a candidate who is passionate about

work. 4.86 Highly Preferred
j.1. Committed and productive. 4.86 Highly Preferred
j.2. Knows that there always something to learn.

Weighted Mean 4.79 Highly Preferred

Legend:
Statistical Limit Descriptive Rating
4.21-5.00 Highly Preferred (HP)
3.41-4.20 Preferred (P)
2.61-3.40 Neutral (N)
1.81-2.60 Moderate Preferred (MP)
1.00-1.80 Not at all
Table 1.8 shows that the respondents highly preferred all these types of

personal qualities with a weighted mean average of 4.61. Passionate at work,

driven and self-motivated, and has integrity and is honest were the best

preferred personal skills by employers. The targeted respondents also prefer to

hire confident and self-manage, with good leadership skills and applicants who

are a goal and action-oriented. These personal qualities should emanate to the

business graduates for them to get hired by employers. Employers expect

graduates to demonstrate a range of skills and attributes that include team

working, communication, leadership, critical thinking, and often managerial

abilities or potential.

30
 Table 1.9

Specialized Skills

3.3 Specialized Skills AWM Interpretation

I prefer to hire a candidate who:
a) Can manage an organizational resource.
a.1. Able to utilized available resources for better 4.69 Highly Preferred
performance.
a.2. Able to use resources when they are needed. 4.69 Highly Preferred

b) Can translate theory into practice.

b.1. Apply knowledge into real situations and issues. 4.86 Highly Preferred
b.2. Create concept and transform into reality. 4.86 Highly Preferred

c) Can manage a certain project.

c.1. Able to organize and manage resources to complete a 4.76 Highly Preferred
certain project. 4.76 Highly Preferred
c.2. Knows exactly what needs to be done.

d) Is good at mentoring or coaching colleagues.

d.1. Able to point a person in the right direction 4.88 Highly Preferred
d.2. Enthusiastic and push you towards better you. 4.88 Highly Preferred

31
e) Can negotiate contract.
e.1. Keep emotions in check even in frustrating occasion. 4.61 Highly Preferred
e.2. Able to persuade others without using manipulation. 4.61 Highly Preferred

f) Has the ability to negotiate sales.

f.1. Can expand conversation beyond money. 4.53 Highly Preferred
f.2. Keep the talk light and cheerful. 4.53 Highly Preferred

g) Can alliance with clients.

g.1. Can make customer loyal to him/her. 4.67 Highly Preferred
g.2. able to make good connection with the customer. 4.67 Highly Preferred

h) Can perform a set goal.

h.1. Know how to prioritize goals and accomplish it. 4.43 Highly Preferred
h.2. Make small day to day task more meaningful and 4.43 Highly Preferred
purposeful.

i) Can allocate time to achieve goal.

i.1. Able to use time in effective manner. 4.80 Highly Preferred
1.2. Able to use available time to get important work 4.80 Highly Preferred
done.

j) Can manage and positively resolve conflict.

j.1. Capable to empathize with other people’s viewpoint. 4.76 Highly Preferred
j.2. able to seek compromise and avoid punishing 4.76 Highly Preferred

Weighted Mean 4.60 Highly Preferred

Legend:
Statistical Limit Descriptive Rating
4.21-5.00 Highly Preferred (HP)
3.41-4.20 Preferred (P)
2.61-3.40 Neutral (N)
1.81-2.60 Moderate Preferred (MP)
1.00-1.80 Not at all

Table 1.9 shows that the respondents highly preferred all these types of

specialized skills with a weighted mean of 4.60. Good at mentoring of coaching

colleagues, ability to negotiate sales, translate theory into practice and can

allocate time to achieve the goal was best-needed preferences of employers that

should possess by a business graduate. All these types of specialized skills

must be developed among business graduates for them to be hired by

employers. This means that employers considered business graduates’ ability to

set goals as one of the important skills an employee should possess. The ability

32
to translate theory into practice and can allocate time to achieve a goal are also

needed by every business graduate for them to get hired. The respondents also

prefer to hire graduates with an outstanding ability to organizational resources

and manage a certain project. These skills are very crucial to develop while the

future employees are still studying.

Chapter 5

SUMMARY, CONCLUSION, AND RECOMMENDATIONS

This chapter includes the summary of findings which should be written

in a paragraph form instead of enumeration. It gives a brief description of the

problem, research methodology, and findings. It contains only the important

findings, the highlights of the data upon which conclusions will be based.

33
 This chapter also includes the conclusions of the researchers of this

study. Conclusions are the brief generalized statements, opinions, and

decisions that are formed after the research in answer to the main problem and

specific sub-problems based on the findings. It points out what was factually

learned from the study.

Lastly is the recommendation of the researchers that are also included in

this chapter. It should be based on the findings and conclusions of the study.

These may include suggestions for further studies or the continuance of good

practice.

SUMMARY

The study aimed to determine the employer’s preferences in hiring

business graduates in Dagupan City. The study focused on the employer’s

preferences in hiring business graduates when it comes to general skills,

personal qualities and specialized skills. The researchers’ descriptive statistics

using a survey questionnaire was used to facilitate data treatment and analysis.

The study consists of 49 Business Organizations (Employers) in Dagupan City,

Pangasinan. The researchers used percentage analysis and frequency, average

weighted mean in tabulating and laying the different responses.

FINDINGS

In the line of findings made, the following were drawn:

The findings of the study were as follows based on the business profile:

according to form of business, there were 39 out of 49 respondents or 29% were

corporation as the highest and 10 out of 49 or 10% respondents were a sole

proprietorship as lowest; according to size of the enterprise, there were 19 out

of 49 respondents or 39% were large enterprise as the highest and 6 out of 49

34
respondents or 12% were small enterprise as lowest; according to business

type, there were 32 out of 49 respondents or 65% were into service industry as

the highest and 2 out of 49 respondents or 4% were both into food and

manufacturing industry as the lowest; according to years of operation, there

were 16 out of 49 respondents or 33% were both operating in less than 5 years

and operating for more than 21 years as the highest, and 5 out of 49

respondents or 10% were operating from 6-20 years.

In accordance to the preferred source of recruitment in terms and

selection of business graduates as to internal sources, preferred to hire within

their company got the highest mean of 3.92 and the least prefer to hire former

employees with a mean of 2.80; as to external sources, respondents prefer to

walk in or write in applicant which gained the highest mean of 4.08 and

candidates who are casual callers got the lowest mean of 2.53 which can be

interpreted as least preference.

Following employers’ preferences on skills and qualities, general skills

gained a weighted mean of 4.61, interpreted as “Highly-Preferred”. Personal

Qualities got a weighted mean of 4.79 which can also be interpreted as “Highly-

Preferred”. The employers highly prefer business graduates with outstanding

specialized business skills with a weighted mean of 4.79.

CONCLUSIONS

Based on the findings the following conclusions were drawn:

The researchers, therefore, conclude that among the form of business,

corporations most likely to hire business graduates. Most of them were large

enterprises with an employee of more than 250 and we're into the service

35
industry. However, most employers that hire business graduates were

companies that are either newly established business operating in less than five

years and are a business operating for more than 21years. Therefore,

corporations are a dominant form of business in Dagupan City, because

corporations are easier to attract capital and can have a limited number of

investors.

Based on the preferred source of recruitment in terms and selection of

business graduates, researchers thus conclude that in terms of internal sources

of hiring, employer most likely preferred to hire from within the company

because hiring someone who already worked in the company means employer

doesn’t have any risk that employee won’t be fit or get along with others. Also, it

allows employees to progress and develop their skills more, which means the

increase in morale, loyalty, and productivity. In terms of external sources, the

employer most likely preferred walk-in or write in applicant because employers

have made a quick decision as they get to face to face and helps them in

making the impression whether they’ll be fit in the organization or not. The

researchers also conclude that employers don’t have any preferences in terms of

the available sources of recruitment and selection.

Based on the findings in terms of employers’ preferences on skills and

qualities of the business graduates, the researchers conclude that employers

highly preferred all the types of general skills mentioned especially being good

at customer service because the way an employee interacts with the customers

it can give impact to the company’s performance to remain in the business

industry. Employers highly preferred all types of personal qualities mentioned

36
especially candidates who are driven and self-motivated, who have integrity and

are honest and passionate about work and tasks assigned to them. Having

these qualities means you have the determination to strive harder at your job,

creates personality that defines who you are, that you can be a trusted, devoted

and sees that there’s always something to learn in every experiences and to

others. They also prefer specialized skills such as good at mentoring or

coaching colleagues because having this skill means the willingness to shares

skills knowledge and expertise and demonstrates a positive attitude and acts as

a good role model. It can also be concluded that employers were looking for the

business’ graduates’ not only their competencies in terms of technical skills but

also their personal qualities.

RECOMMENDATIONS

In line with the findings and conclusions drawn from the study, the

following recommendations are hereby drawn:

The researchers also recommend that employers of different organizations

should be more open to recruitment, both internal and external, for they could

attract more qualified candidates on the needed position.

The researcher, therefore, recommended that business graduates should

develop and enhanced their skills and qualities even more, as this will make

you stand out among other graduates and a high possibility that you will be

picked by the employers. Also, employability among graduates will be much

higher and be successful in their future chosen careers, which benefits not just

themselves but also the workforce, community they belong in, and the country’s

economy.

37
 The researchers recommend that Universities around Dagupan City

should enhance their curriculums in their respected business programs to

produce high caliber business graduates that possess outstanding technical

skills and competencies. Partnership with the business firm and industry may

also be highly-instituted for the revision of the curriculum and further training

of the students. Universities and colleges with business programs should also

focus on giving their students practical experiences in business organizations to

develop the skills preferred by employees before they graduate the degree or

program.

It is also recommended that Universities should conduct curriculum

reviews to see if the subjects offered under the business program are in

relevance to developing students’ knowledge, skills, and personal qualities.

Business students need to enhance their competencies and skills while they are

in the university to prepare themselves to be hired by business organizations.

They have to acquire more pieces of training and seminar or workshop that

would harness their people skills, business skills, and other important business

skills. At the same time, they have to further develop their personal qualities

also for these are highly preferred by employers in hiring business graduates.

The researchers also recommend that future researchers should make

further studies regarding employers’ preferences for hiring business graduates.

They may include factors such as the satisfaction of employers in hiring

business degree holders.

38
 Bibliography

Articles

Graduateland Editorial Team (2017, October 4). What employers want from
business graduates? Retrieved August 18,2019 from
https://graduateland.com/article/job-search-for-
buisness-majors/

39
Juneja, Prachi (2015). Employee Selection Process. Retrieved August 17,2019
from https://www.managementstudyguide.com/employee-selection-
process.html/

Doyle, Allisn(2019,February 16). How Does an Employer Decide Who to be

Hire? Retrieved August 19,2019 from https://www.balancecareers.com/how-
does-an-employer-decide-who-to-hire-2062876

Ross, Sean (2015, March 27). What is Human Capital and How is it used?
Retrieved August19,2019 from https://www.investopedia.com/ask/
answers/032715/what-human-capital-and-how-it-used.asp
Jobstreet Philippines(2018).Fresh graduates hiring shows shifts in demand and
preferences. Retrieved August 19,2019 from https:// www.jobstreet.com
/career-resources/fresh-graduate-hiring-shows-shift-demandpreferences
#.XVp8F2QRWDY
Pantilla, Ariel (2017) Graduates Performance in the Workplace: Employer’s
Perspective. Retrieved: August 19, 2019
https://www.academia.edu/
32948085/Graduates_Performance_in_the_Workplace_Employers_Perspe
ctive/
Jobstreet Philippines(2016), PUP top employer’s choice survey. Retrieved
August 19,2019 from https://www.jobstreet.com.ph/career-
resources/pup-tops- employers-choice-survey#.XVrq5mQRWDY
Vanover(2016). Comparing Cadidates: Should you hire Experienced Workers or
Recent College Graduates? . Retrieved August 19,2019 from
https://www .business..com/articles/should-you-hire-experienced-workers-or-
recent- college-graduates/
Hirsch, Arlene (2019, April 12). Why Hiring Managers Expectations for New
College Graduates May Be Un Realistics? Retrieved Aug 19, 2019 from
www.shirm.org/resourceandtools/hr-topics/talents-acquisition/pages/
managing-hiring-manager-high-ecxpectation-for-new-college-graduates.
aspx

Chau, Joanna (2019,April 11). What Do Employers Want from Business

Graduates? Retrieved Aug 19 2019 www.mba.com/mbas-and-
business- masters/articles/your-career-path/what-do-employers-want-
from-busi ness-grads

Mitchell,Mark (2018) Musgrave wins best graduate employer of the year

award . Retrieved August 19,2019 from https://www.irishtimes.com
/topics/topics-7.1213540?article=true&tag_person=Mark+Mitchell

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Hart, Lizzi (2019,July 17). 10 Reasons Why You Should Hire a Graduate.
Retrieved Aug 19, 2019 from www.glassdoor.co.uk/employers/blog/10-
reason-hire-graduate/

Fenol,Jessica (2019,march 25). Plug-and-Play: What employers look for in a

fresh graduates. Retrieved August 19,2019 from https://news.abs-
cbn.com/business/03/25/19/plug-and-play-what-employers-look-for-in
-fresh-graduates
Loretto, Penny (2019,june 08). Developing a Successful Internship Program.
Retrieved August 19, 2019 from
https://www.thebalancecareers.com /developing-asuccessful-internship-
program-1986608

Journals

Abdullah,Naser & Muna (2014) . Factors Impact Business Graduates

Employability: Evidence from Academicians and Employers in Kuwait.
International Journal of Academic Research in Economics and
Management Sciences 3

Others

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n.html

41
 APPENDIX – A
SURVEY
LETTER OF
REQUEST/TRANSMITTAL

Appendix A

LYCEUM-NORTHWESTERN UNIVERSITY
Tapuac District Dagupan City

COLLEGE OF BUSINESS EDUCATION

42
 Letter of Request

AUGUST 2, 2019
___________________________
____________________________
____________________________
The undersigned researchers are conducting a study entitled “Employer’s
Preferences in Hiring Business Graduates”, which was chosen as a research
topic in their subject, FIN11(Thesis).

In this regard, the researchers may ask from your office to gather some
information on the list of registered companies. This will help the researchers
to have a solid foundation for their research study. Rest assured that the
information gathered will be treated with the utmost care and confidential
purpose. Your utmost response is highly encouraged. Thank you and God
bless.

Very Truly Yours,

_______________________
SARAH MAE H. CAYABYAB
_______________________
JEWEL M. ESTEBAN
Noted by:

_________________________
MARIEL KAREN FRANCESCA O. AQUINO, MBA
Thesis Coordinator

Approved by:

________________________
DR. GENOVEVA Y. REYES, CPA, FRIACc
Dean, College of Business Education

Appendix A

Lyceum- Northwestern University

Tapuac, Distict, Dagupan City

College of Business Education

43
 Letter of Transmittal

October 2019

________________________
________________________
________________________

Dear Sir/ Madam:

The undersigned researchers are conducting a study entitled

“EMPLOYER’S PREFERENCES IN HIRING BUSINESS GRADUATES” in
Dagupan City which was chosen as a research topic in their subject, FIN-11
(Thesis Writing).

Attached to this is a questionnaire for you to accomplish. Your

cooperation in answering these questions is very important and all information
you provide will be treated with strict confidentiality and will be used for
research purposes only.
Thank you, and God Bless

Very truly yours,

_______________________
Jewel M. Esteban Approved By :
___________________________________
_______________________ Dr. Genoveva Y. Reyes,CPA,
Sarah Mae H. Cayabyab FRIAcc
Researcher
Dean, College of Business Education
Noted by:

Mariel Karen Francesca O.

Aquino,MBA
(Thesis Coordinator)

44
 APPENDIX - B
CERTIFICATION from
ADVISER

CERTIFICATION FROM ADVISER

This thesis entitled Employer’s Preferences in Hiring Business

Graduates is prepared and submitted by Sarah Mae H. Cayabyab and Jewel M.

45
Esteban in partial fulfillment of the requirements for the degree of Bachelor of

Science in Business Administration major in Financial Management. This thesis

proposal examined by the undersigned and is found to be sufficient in content,

form a substance. Hence, it is recommended for an oral defense.

Mr. Dino S. Dizon, MRIBM

Thesis Adviser

46
 APPENDIX - C
SURVEY
QUESTIONNAIRE

47
 Appendix C
Questionnaire Checklist
On

“EMPLOYER’S PREFERENCES IN HIRING BUSINESS GRADUATES”

Name of the company (Optional) : _____

Employees (Position) (Optional) : _____

Note: Kindly answer all the following questions correctly. Just check (√) one box
for each question unless otherwise stated.

1. Business profile:

Form of the business

Sole Proprietorship Partnership Corporation

Size of the Enterprise

Micro Enterprise (1-9 employees)

Small Enterprise (10-49 employees)

Medium Sized Enterprise (50-249 employees)

Large Enterprise (250 employees or more)

Business Type
Service Industry Manufacturing Industry

Food Industry Merchandising Industry

Others (Pease specify: __________________________________________ )

Years of Operation

Less than 5 years 16-20 years

6-10 years 21 years and above
11-15 years

47
Direction: Listed below are the variables that would determine your preferences
as an employer in hiring business graduates. Please read the items and put a
check mark (√) in the box as you answer the following:
5- Highly preferred (HP)

2- Moderately Preferred (MP)

4- Preferred (P)
1- Not at all
3- Somewhat Preferred (SP)

48
2. Kindly check the following preferred source of recruitment in terms of and
selection of business graduates.

2.1 Internal Sources 1 2 3 4 5

I prefer to:
a) Hire an employee from within the company.
(e.g. shifting job to another job in the
organization)
b) Hire a candidate who will be referred by my
employees.
c) Rehire former employee.
d) previous applicant.

2.2 External Sources 1 2 3 4 5

I prefer to hire a candidate:
a) In Employment Exchanges
b) Through advertisement.
c) In Employment Agencies (e.g. RPR
Promotions).
d) In Professional Associations.
e) At campuses or universities.
f) Through online recruitment.
g) Through deputation (i.e. Sending an employee
to another organization for a short duration of
2-3 years ).
h) Through use of word-of-mouth (passing
possible job vacancies in the organizations).
i) Through walk-in or write-in. (job seeker come
into organization or write to the organization.)
j) Who is a casual caller.

48
3. Kindly check the following degree of importance of preferred skills and
qualities you prefer in hiring business graduates.

3.1 General Skills 1 2 3 4 5

I prefer to hire a candidate who:
a) Has good interpersonal skills.
a.1. He/she an effective team player.
a.2. Good at helping employees in fostering strong
working relationships.

b) Good at verbal communication.

b.1. He/she is effectively communicating with
respect to others.
b.2. Understand and not force an argument on
others.
c) Can listen to others.
c.1. Able to work on a team based environment.
c.2. Attentive and able to reflect what other
person is saying.
d) Has good numeric skills.
d.1. Good in understanding numbers and figures.
d.2. Good in calculations and organizing
information.
e) Has good organizational skills.
e.1. Good at creating and keeping deadlines.
e.2. Good at making schedules.
f) Has problem solving skills.
f.1. Effectively resolve problem at timely manner.
f.2. Good at identifying problems and generate
solutions
g) Is computer literate.
g.1. Has knowledge on basic use of computer.
g.2. Understand computer concept and its
limitations.
h) Has planning skills.
h.1. Able to think and decide in achieving
objectives.
h.2. Good at forming strategies to fulfill goals.
i) Is creative.
i.1. Able to come up with ideas that are entirely
unique.

49
 i.2. Understood the success of schedule.
j) Is good at customer service.
j.1. Good at making relationships with customers.
j.2. Going extra mile to make customer happy and
satisfied.

3.2 Personal Qualities 1 2 3 4 5

I prefer to hire a candidate who:
a) Is flexible and culturally fit.
a.1. He she able to adapt the company’s culture
a.2. Can do shifting/rotation of jobs.
b) Is driven or self-motivated.
b.1. Makes sure that work done on time and
ahead of schedule.
b.2. Able to do what needs to be done without
other
encourage them.
c) Is reliable.
c.1. Able to manage commitments.
c.2. Excel daily and strive for success.
d) Is hardworking candidate.
d.1. Devoted to his/her craft.
d.2. Has perseverance to do the work right.
e) Is confident and self-managed.
e.1. Challenge themselves and seek out small
victories.
e.2. Has come on vision, figure it out and know
how to do it.
f) Has integrity and is honest.
f.1. Doing the right thing even when nobody is
watching.
f.2. Truthful to his words and actions.
g) Has leadership qualities.
g.1. Find the balance between performance,
business foresight and character
g.2. Great vision and focus on the strength of the
organization.
h) Is modest.
h.1. Shout his/her value through work.
h.2. Humble and doesn’t need to plump himself in
front of others.
i) Is action-oriented.
i.1. Take action and chances to do the task.
i.2. Focus on action to achieve better results.
j) I prefer to hire a candidate who is passionate
about work.
j.1. Committed and productive.
j.2. Knows that there always something to learn.

50
3.3 Specialized Skills 1 2 3 4 5
I prefer to hire a candidate who:
a) Can manage an organizational resource.
a.1. Able to utilized available resources for better
performance.
a.2. Able to use resources when they are needed.
b) Can translate theory into practice.
b.1. Apply knowledge into real situations and
issues.
b.2. Create concept and transform into reality.
c) Can manage a certain project.
c.1. Able to organize and manage resources to
complete a certain project.
c.2. Knows exactly what needs to be done.
d) Is good at mentoring or coaching colleagues.
d.1. Able to point a person in the right direction
d.2. Enthusiastic and push you towards better
you.
e) Can negotiate contract.
e.1. Keep emotions in check even in frustrating
occasion.
e.2. Able to persuade others without using
manipulation.
f) Has the ability to negotiate sales.
f.1. Can expand conversation beyond money.
f.2. Keep the talk light and cheerful.
g) Can alliance with clients.
g.1. Can make customer loyal to him/her.
g.2. able to make good connection with the
customer.
h) Can perform a set goal.
h.1. Know how to prioritize goals and accomplish
it.
h.2. Make small day to day task more meaningful
and
purposeful.
i) Can allocate time to achieve goal.
i.1. Able to use time in effective manner.
1.2. Able to use available time to get important
work done.

j) Can manage and positively resolve conflict.j.1

j.1. Capable to empathize with other people’s

51
viewpoint.
j.2. able to seek compromise and avoid punishing

Appendix – D
COMPUTATIONS

52
 Appendix D
COMPUTATION OF VARIABLES

Internal Sources HP P N MP Not at all DR

∑ AVM
I prefer to: 5 4 3 2 1

a) Hire an employee fx 80 80 24 4 3
from within the
company. (e.g. P
1.91 3.89
shifting job to
F 16 20 8 2 3
another job in the
organization)
b) Hire a candidate
who will be fx 60 76 27 12 3 P
referred by my 178 3.63
employees. F 12 19 9 6 3

c) Rehire former fx 30 32 42 20 11 135 2.76 N

employee.
F 6 8 14 10 11
d) Hire previous
OVERALL WEIGHTED
applicant. fx 30 2.80 63
56 10 3 N
163 3.31 N

F 6 14 21 5 3

Numerical Value Statistical Limit Descriptive Rating

5 4.21-5.00 Highly Preferred (HP)

4 3.41-4.20 Preferred (P)

3 2.61-3.40 Neutral (N)

2 1.81-2.60 Moderately Preferred (MP)

1 1.00-1.80 Not at all

53
 External Sources
HP P N MP Not at all
∑ AVM DR
I prefer to hire 5 4 3 2 1
candidate:

a) In Employment fx 10 44 54 20 8 N
Exchanges 13
2.78
6
F 2 11 18 10 8

b) Through fx 35 85 42 6 8 P
advertisement. 17
3.59
6
F 7 17 14 3 8

c) In Employment fx 25 52 45 8 6 N
Agencies (e.g. RPR 13
2.78
Promotions). 6
F 5 13 15 4 6

d) In Professional fx 75 60 36 9 4 P
18
Associations. 3.76
4
F 15 15 12 3 4

e) At campuses or fx 65 64 21 8 9 P
universities. 16
3.41
7
F 13 16 7 4 9

f) Through online fx 35 60 42 14 6 N
recruitment. 15
3.20
7
F 7 15 14 7 6

g) Throughdeputation fx 5 36 51 26 9
(i.e. Sending an
employee to another 12 MP
2.59
organization for a 7
short duration of 2-3 F 1 9 17 13 9
years.

h) Through use of word- fx 30 72 60 6 2 P

of-mouth (passing
17
possible job 3.47
0
vacancies in the F 6 18 20 3 2
organizations).
i) Through
walk-in or write-in. fx 90 84 18 4 2 P
(job seeker come into 19
4.04
organization or write 8
to the organization.) F 18 21 6 2 2

j) Who is a fx 25 20 48 16 15 MP
casual caller. 12
2.53
4
F 5 5 16 8 15

OVERALL WEIGHTED MEAN 3.21 N

NO MP N P HP ∑ AVM D

54
 GENERAL SKILLS T R
AT
ALL
I prefer to hire a candidate who: 1 2 3 4 5
a) Has good interpersonal skills.
a.1. He/she an effective team fx 0 0 3 3 195 23 4.78 HP
player. 6 4
a.2. Good at helping employees in F 0 0 1 9 39
fostering strong working F 0 0 3 6 195 23 4.78 HP
relationships. x 4
F 0 0 1 9 39
b) Good at verbal communication.
b.1. He/she is effectively fx 0 0 6 4 175 22 4.67 HP
communicating with respect to 8 9
others. F 0 0 2 1 35
b.2. Understand and not force an 2
argument on others. F 0 0 6 4 175 22 4.67 HP
x 8 9
F 0 0 2 1 35
2
c) Can listen to others
c.1. Able to work on a team based fx 0 2 6 3 185 22 4.59 HP
environment. 2 5
c.2. Attentive and able to reflect F 0 1 2 8 37
what other person is saying. F 0 2 6 3 185 22 4.59 HP
x 2 5
F 0 1 2 8 37
d) Has good numeric skills
d.1. Good in understanding fx 0 6 9 4 155 21 4.49 HP
numbers and figures. 8 8
d.2. Good in calculations and F 0 3 3 1 31
organizing information. 2
F 0 6 9 4 155 21 4.49 HP
x 8 8
F 0 3 3 1 31
2
e) Has good organizational skills.
e.1. Good at creating and keeping fx 0 2 12 3 170 22 4.65 HP
deadlines. 6 0
e.2. Good at making schedules. F 0 1 4 9 34
F 0 2 12 3 170 22 4.65 HP
x 6 0
F 0 1 4 9 34
f) Has problem solving skills.
f.1. Effectively resolve problem at fx 0 6 6 5 150 21 4.45 HP
timely manner. 6 8
f.2. Good at identifying problems F 0 3 2 1 30
and generate solutions 4
F 0 6 6 5 150 21 4.45 HP
x 6 8
F 0 3 2 1 30
4
g) Is computer literate.
g.1. Has knowledge on basic use fx 0 2 9 3 185 22 4.65 HP
of computer. 2 8
g.2. Understand computer concept F 0 1 3 8 37
and its limitations F 0 2 9 3 185 22 4.65 HP
x 2 8
F 0 1 3 8 37

55
h) Has planning skills
h.1. Able to think and decide in fx 0 2 6 3 185 22 4.67 HP
achieving objectives. 6 9
h.2. Good at forming strategies to F 0 1 2 9 37
fulfill goals. F 0 2 6 3 185 22 4.67 HP
x 6 9
F 0 1 2 9 37
i) Is creative.
i.1. Able to come up with ideas fx 0 4 15 4 150 21 4.43 HP
that are entirely unique. 8 7
i.2. Understood the success of F 0 2 5 1 30
schedule. 2
F 0 4 15 4 150 21 4.43 HP
x 8 7
F 0 2 5 1 30
2
j) Is good at customer service.
j.1. Good at making relationship fx 0 0 6 1 150 17 3.51 HP
with customers. 6 2
j.2. Going extra mile to make F 0 0 2 4 30
customer happy and satisfied. F 0 0 6 1 150 17 3.51 HP
x 6 2
F 0 0 2 4 30
OVERALL WEIGHTED MEAN 4.61 HP

NO MP N P HP ∑ AVM D
T R
PERSONAL QUALITIES AT
ALL
I prefer to hire a candidate who: 1 2 3 4 5
a) Is flexible and culturally fit.
fx 0 2 6 28 19 23 4.71 HP
a.1. He she able to adapt the 5 1
company’s culture. F 0 1 2 7 39
a.2. Can do shifting/rotation of F 0 2 6 28 19 23 4.71 HP
jobs. x 5 1
F 0 1 6 28 39
b) Is driven or self-motivated.
fx 0 2 3 8 17 18 3.84 HP
b.1. Makes sure that work done
5 8
on time and ahead of schedule.
F 0 1 1 2 35
b.2. Able to do what needs to be
F 0 2 3 8 17 18 3.84 HP
done without other encourage
x 5 8
them.
F 0 2 3 8 35
c) Is reliable.
c.1. Able to manage fx 0 0 9 16 21 23 4.80 HP
commitments. 0 5
c.2. Excel daily and strive for F 0 0 3 4 42
success. F 0 0 9 16 21 23 4.80 HP
x 0 5
F 0 0 3 4 42
d) Is hardworking candidate.
d.1. Devoted to his/her craft. fx 0 0 6 8 22 23 4.88 HP
d.2. Has perseverance to do the 5 9
work right. F 0 0 2 2 45
F 0 0 6 8 22 23 4.88 HP
x 5 9
F 0 0 2 2 45

56
e) Is confident and self-managed.
e.1. Challenge themselves and fx 0 2 3 16 21 23 4.82 HP
seek out small victories. 5 6
e.2. Has come on vision, figure it F 0 1 1 4 43
out and know how to do it. F 0 2 3 16 21 23 4.82 HP
x 5 6
F 0 1 1 4 43
f) Has integrity and is honest.
f.1. Doing the right thing even fx 0 2 3 8 22 23 4.86 HP
when nobody is watching. 5 8
f.2. Truthful to his words and F 0 1 1 2 45
actions. F 0 2 3 8 22 23 4.86 HP
x 5 8
F 0 1 1 2 45
g) Has leadership qualities.
g.1. Find the balance between fx 0 2 15 40 16 22 4.53 HP
performance, business foresight 5 2
and character. F 0 1 5 10 33
g.2. Great vision and focus on the F 0 2 15 40 16 22 4.53 HP
strength of the organization. x 5 2
F 0 1 5 10 33
h) Is modest.
h.1. Shout his/her value through fx 0 2 6 40 18 22 4.65 HP
work. 0 8
h.2. Humble and doesn’t need to F 0 1 2 10 36
plump himself in front of others. F 0 2 6 40 18 22 4.65 HP
x 0 8
F 0 1 2 10 36
i) Is action-oriented.
i.1. Take action and chances to do fx 0 2 6 20 20 23 4.76 HP
the task. 5 3
i.2. Focus on action to achieve F 0 1 2 5 41
better results. F 0 2 6 20 20 23 4.76 HP
x 5 3
F 0 1 2 5 41

fx 0 0 3 20 21 23 4.86 HP
j) I prefer to hire a candidate who is
5 8
passionate about work.
F 0 0 1 5 43
j.1. Committed and productive.
F 0 0 3 20 21 23 4.86 HP
j.2. Knows that there always
x 5 8
something to learn.
F 0 0 1 5 43
OVERALL WEIGHTED MEAN 4.61 HP
SPECIALIZED QUALITIES NOT M N P HP ∑ AV D
AT P M R
ALL
I prefer to hire a candidate who: 1 2 3 4 5
a) Can manage an organizational resource.
a.1. Able to utilized available fx 0 2 9 44 170 225 4.59 HP
resources for better performance. F 0 1 3 11 34
a.2. Able to use resources when they Fx 0 2 9 44 170 225 4.59 HP
are needed. F 0 1 3 11 34
b) Can translate theory into practice.
b.1. Apply knowledge into real fx 0 4 1 64 125 211 4.31 HP
situations and issues. 8
b.2. Create concept and transform F 0 2 6 16 25
into reality. Fx 0 4 1 64 125 211 4.31 HP
8
F 0 2 6 16 25

57
c) Can manage a certain project.
c.1. Able to organize and manage fx 0 2 9 32 185 228 4.65 HP
resources to complete a. certain F 0 1 3 8 37
project. Fx 0 2 9 32 185 228 4.65 HP
F 0 1 3 8 37
d) Is good at mentoring or coaching
colleagues.
d.1. Able to point a person in the fx 0 4 3 44 175 226 4.61 HP
right direction F 0 2 1 11 35
d.2. Enthusiastic and push you Fx 0 4 3 44 175 226 4.61 HP
towards better you. F 0 2 1 11 35
e) Can negotiate contract.

e.1. Keep emotions in check even in fx 0 2 1 40 165 222 4.53 HP

frustrating occasion. 5
e.2. Able to persuade others without F 0 1 5 10 33
using manipulation. Fx 0 2 1 40 165 222 4.53 HP
5
F 0 1 5 40 33
f) Has the ability to negotiate sales.
fx 0 2 6 36 185 229 4.67 HP
f.1. Can expand conversation beyond
F 0 1 2 9 37
money.
Fx 0 2 6 36 185 229 4.67 HP
f.2. Keep the talk light and cheerful.
F 0 1 2 9 37
g) Can alliance with clients.
g.1. Can make customer loyal to fx 1 2 1 52 150 217 4.43 HP
him/her. 2
g.2. able to make good connection F 1 1 4 13 30
with the customer. Fx 1 2 1 52 150 217 4.43 HP
2
F 1 1 4 13 30
h) Can perform a set goal.
h.1. Know how to prioritize goals and fx 0 2 0 28 205 235 4.80 HP
accomplish it. F 0 1 0 7 41
h.2. Make small day to day task Fx 0 2 0 28 205 235 4.80 HP
more meaningful and purposeful. F 0 1 0 7 41
i) Can allocate time to achieve goal.
i.1. Able to use time in effective fx 0 2 0 36 195 233 4.76 HP
manner. F 0 1 0 9 39
1.2. Able to use available time to get Fx 0 2 0 36 195 233 4.76 HP
important work done. F 0 1 0 9 39

j) Can manage and positively resolve conflict.

j.1. Capable to empathize with other fx 0 4 0 20 200 224 4.57 HP
people’s viewpoint. F 9 2 0 5 40
j.2. able to seek compromise and Fx 0 4 0 20 200 224 4.57 HP
avoid punishing F 9 2 0 5 40

OVERALL WEIGHTED MEAN 4.79 HP

58
 Appendix – E
CURRICULUM VITAE

Curriculum Vitae

PERSONAL PROFILE
Name : Jewel M. Esteban
Nickname : Wel

59
Age : 20
Address : Malindong Binmaley
Birthday : June 10,1999
Religion : Roman Catholic
Parents : Dolores M. Esteban
Johnny S. Esteban Sr.

EDUCATIONAL BACKGROUND
Elementary : Malindong Elementary School
Malindong Binmaley, Pangasinan
2005-2011

High School : Binmaley Catholic School

San Isidro Sur, Binmaley, Pangasinan
2011-2015

College : Lyceum-Northwestern University

Tapuac District, Dagupan City Pangasinan
2015-Present

Curriculum Vitae

PERSONAL PROFILE

60
Name : Sarah Mae H. Cayabyab
Nickname : Sarah
Age : 22
Address : #420 Brgy. Ninoy
Aguilar,Pangasinan
Birthday : September 10, 1997
Religion : Roman Catholic
Parents : Norie G. Hallig
Renato Cayabyab
EDUCATIONAL BACKGROUND
Elementary : Ninoy Elementary School
Ninoy Aguilar, Pangasinan
2004-2010

High School : Zaratan Educational Institute, Inc.

Pogomboa Aguilar, Pangasinan
2010-2014

College : Lyceum-Northwestern University

Tapuac District, Dagupan City Pangasinan
2016-Present

61
62
63
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