RECRUITMENT

Recruitment refers to attracting qualified persons to apply for vacant positions in the
company so that those who are best suited to serve the company may be selected.

SOURCE OF APPLICANTS

1. The organization's current employees. Some of the organization's current employees

may be qualified to occupy positions higher than the ones they are occupying. They should
be considered.
2. Newspaper Advertising. There are major daily newspapers distributed around the
Philippines daily. Readership is high on weekends.
3. Schools. These are good sources of applicants. Representatives of companies may
interview applicants inside campuses.
4. Referrals from employees. Current employees sometimes recommend relatives and
friends who may be qualified.
5. Recruitment Firms. Some companies are specifically formed to assist client firms in
recruiting qualified persons.
6. Competitors. These are useful sources of qualified but underutilized personnel.

SELECTION

Selection refers to the act of choosing from those that are available the individuals most
likely to succeed on the job. A requisite for effective selection is the preparation of a list
indicating that an adequate pool of candidates is available.

PURPOSE OF SELECTION

The purpose of selection is to evaluate each candidate and to pick the most suited for the
position available. Selection reduces the candidates into competitive applicants and
reevaluate them before hiring.

WAYS OF DETERMINING THE QUALIFICATIONS OF A JOB CANDIDATE

Companies use any or all of the following in determining the qualifications of a candidate:

1. Application Blanks. The Application blanks provides information about a person's

characteristics such as age, marital status, address, and special interests. After reading the
application blank, the evaluator will have some basis on whether or not to proceed further in
evaluating the applicant. Also known as Biodata, Curriculum Vitae, or Resume, Application
blanks usually is a must before applying for a job. These papers are an inclusion of some of
your personal attributes. These may also include your expertise, strengths & weaknesses,
experiences and seminars attended.
2. References. References are those written by previous employers, co-workers, teachers,
club officers, etc. Their statements may provide some vital information on the character of
the applicant. These qualifications are usually upped and given to the hiring manager by
fellow workmate or by higher officials. With references, the referer usually is the first to
assess the applicants capabilities, with their approval and referral the hiring manager will
take into consideration those things in evaluating the applicant.
3. Interviews. Information may be gathered in an interview by asking a series of relevant
questions to the job candidate. After the application blanks or references, a job-seeker must
present itself in an interview. This qualification usually allows a hiring manager (usually a
graduate of psychology) to note the answer of the applicant and evaluate it as well as
observe the behavior of the applicant during the interview to be able to rate them.
4. Testing. This involved an evaluation of the future behavior or performance of an
individual. A test measures the extent of an applicant’s knowledge and capabilities before
entering the desired job.

TYPE OF TESTS

1. Psychological Tests - which is "an objective standard measure of a sample behavior".

Psychological tests usually are taken account by the hiring manager to be able to rank,
assess evaluate the potential job-seekers with the line of work they are applying for. It is
classified into:
a. Aptitude test. One used to measure a person's capacity or potential ability to
learn. This type of test usually checks the mental capacity and if the applicant is
capable in learning new things and will be able to grow in its field of work.
b. Performance test. One used to measure a person's current knowledge of a
subject. A type of test is usually done to be able to observe the status of a pre-
existing knowledge of the applicant. As the hirer, this will help you assess them into
their current knowledge pertaining to the work they are applying for.
c. Personality test. One used to measure personality traits such as dominance,
sociability and conformity. This test usually enables the hiring manager to gauge
one’s social interest or involvement when subjected to a working environment. With
this the hiring manager once it hires an applicant, will know whether to put the
applicant in a huge workspace or if the applicant is good on his own.
d. Interest test. One used to measure a person's interest in various fields of work. In
this test the interest was identified to be able to evaluate the extent of one’s interest
in another field and if the job-seeker is flexible enough to be put on different working
fields.

2. Physical Examination - a type of test given to assess the physical health of an

applicant. It is given "to assure that the health of the applicant is adequate to meet the job
requirements." Physical Examination is also known as medical examination wherein the job
applicant must conduct a series of medical laboratory tests (e.g. x-ray, drug test, etc.). In
this the company can assure the health of the applicant and assess the capability or the
working load to be assigned to the applicant.