PAMANTASAN NG LUNGSOD NG PASIG

Alcalde Jose Street Pasig City

BA 105 Human Resource Management

Student Name Trisha D. Larion

Section BSBA - 3B
Schedule Thursday - 11:00 AM - 2:00 PM
Program MARKETING MANAGEMENT
College CBA
Professor DIZON, MARIA ISABEL L.
Module Duration 4 WEEK

WEEK 4:

1st Semester AY 2020-2021

MODULE TITLE:

Human Resource Recruitment

OUTCOMES:

1 Have an idea on how different methods of human resource recruitment are done;
1. Know the advantages and disadvantages of the different methods of recruitment;

2. Name the two major sources of manpower; and

3. Choose from the different methods which one is more effective, appropriate, applicable and less
expensive to use in recruiting manpower.

PRELIMINARY ACTIVITY:

Find at least five employment ads, either on the Internet or in a local newspaper. Analyze the
effectiveness of these ads and how does the ads appeal to you.

DISCUSSION:

Note: Please refer to PowerPoint Presentation “HRM-W4”

The demand for employment is inadequate to the increasing supply of manpower. Now,
companies are being challenge on how to attract and select the most qualified job applicants who will
not jeopardize the delivery of services to companies’ clienteles.

Recruitment is the process of attracting the best individuals to join the company on a timely
basis in sufficient numbers and meeting the qualification requirements, thereby encouraging them to
apply for the jobs in the organization.

Dessler (2010) employee recruiting means finding and/or attracting applicants for the
employer’s open positions. This process starts as soon as the need for additional personnel is identified
that resulted from human resource planning. To serve the best interest of the company with this need,
recruitment personnel must identify the knowledge, skills, and abilities that individual must possess in
order to accept the duties and responsibilities of the vacant position. In order to do this effectively,
human resource personnel assigned in recruitment must be guided by company’s job analysis.

SLIDE 3: The reason why organization utilizes recruiting applicants through internal source because they
have the advantage of boosting the morale of employees and encouraging them to perform well as
management recognizes the performance of its employees. This upward movement highlights
opportunities in career development and promotions will also trigger positive effect on employees’
performance. Another advantage of using internal source as source of candidates, it will be less
expensive in terms of time and resource utilized by company compared by using external source.

1st Semester AY 2020-2021

 While hiring from outside source is always a management’s option. If there is no one from the
company is qualified for the vacant position, the company has no other option but to hire from outside.
Hiring from outside avoids conflict or envy among employees who are eying for a position. In addition, if
the vacant position requires added skill due to technological changes, it will be advantageous for the
company if they will opt for this type of activity since management will not wait for training of his
employees to conclude specially if the need is somehow immediate.

SLIDE 4: There are several methods of human resource recruitment and these are:

Job Posting – it is the process by which internal recruitment is accomplished. When there is an
available or vacant position in the company, vacancy will be posted to the company’s bulletin board for
all to see. Then interested and qualified applicants/employees may apply for the position. Information
written to the posted vacancy includes job description, the department where the successful applicant
will be assigned, salary grade, work schedule and work conditions. Other details such as deadline of
submission of the requirements, scheduled date, and position will be offered to outsider are also
indicated to the announcement. The standard posting of job posting is around one to two weeks.

Advantages of promoting or transferring employees from within are as follows:

a. It creates an opening for a lower easy to fill position

b. The morale of the employee is boosted
c. Hidden talent may be uncovered and utilized
d. It saves considerable time and money
e. Employees are already familiar with the company policy and the job itself and therefore less
adjustment is necessary.

The disadvantages or reasons why companies do not venture to job posting are as follows:

a. Supervisors and managers want to promote someone from the department whom they
have groomed for the position.
b. Some management members may be upset with employees who apply for jobs outside their
department and tend to take such a move personally.
c. Losing an employee to job posting may mean having to wait for replacement that may not
be as good.
d. Some companies believe that it is better to bring new blood rather than recycling existing
ones.

The following are guidelines that may help its implementation to be successful:

a. The employee must have been with the company for at least one year and must be in the
current position for at least 6 months.
b. The employee must have a rating of very satisfactory before he can apply for the posted
vacant position.
c. The employee can only apply for not more than three times in a year.

1st Semester AY 2020-2021

 Word-of-Mouth System – it is the least expensive and the most effective way of recruiting in
local situations. It is done through spreading of vacancy through word of mouth or telling other
department head about the vacancy and usually this type of news will spread in a speed of light.

There are instances that some companies will favor more if the applicant is being recommended
by existing employee who is loyal and tested and has proven himself to the company for several years.
Even word of mouth is proven to be effective, but there are precautionary measures must be observed
by the company. These are:

a. Regionalism may dominate over the company employees.

b. Pulling of strings and the “padrino” system may prevail in the hiring hence, there might be
discrimination or biases that may result during employees’ recruitment and selection and
disregard the real employee/s that deserves the position.

Advertising Media – the most popular and often effective means of soliciting applicants
regardless of type – print ads (newspapers or magazines) or media (radio or television). Like other
methods of HR recruitment, advertising media has its guideline to ensure its success in reaching out the
target clientele of the company. These are:

a. For special skills, the ad must clearly stipulate the skills required.
b. In scouting for talent, the wording of the ad should be specific.
c. For applicants who want to know all about specifics, the ad must contain the duties and
responsibilities of the position.
d. Include the details where the applicant should send the resume’ or bio-data or where to
apply personally if required.
e. Be direct and straight forward in wording the ad.
f. Avoid cute and unprofessional phrases as it may reflect on the image of the organization.
g. Hire an advertising agency if you are not sure of what to put in the ad.
h. For hiring of executive positions, the services of a consultancy agency may be employed.

Blind Ads – these are ads that do not reveal the identity of the company, instead they give a box
number where the resume’ or pertinent documents will be forwarded. This is usually done to avoid
responding to a voluminous and unwanted curriculum vitae or phone calls coming from interested
applicants. However, there are also disadvantages of using this type of advertisement and these are:

a. There might be a limited number of applicants for the “hard to fill positions” where
management/HR want interested applicants to immediately get in touch with the company.
b. It may discourage some applicants to apply.
c. Some applicants may have applied for the same position not too long ago and it is a waste of
time.

Walk Ins and Unsolicited Applicants – these are direct applications made at offices.

1st Semester AY 2020-2021

 Campus or University Recruitment – Colleges and Universities are undisputable sources of talent
for an organization to tap. This method is both advantageous to both educational institution and to the
company. On the part of the institution, high employability of their students will be an advertisement to
attract more students in the future while on the part of the company, records of the graduating students
are readily available at the registrar’s office and it will be easier for the company to evaluate potential
employees of their company.

Job Fair and Open House – this method is increasingly becoming popular since both government
and non-government organizations are sponsoring job fair for people who are looking for a job. This is
proven to be effective since applicant can apply in several companies without exerting too much effort
and incurring expenses on transportation going to one office to another. On the part of the company,
this can be an additional savings since they will not spend on expensive advertisements and they can
already screen applicants on site.

While open house is similar to a job fair except it is held by only one company instead of several.
The company invites candidates to stop by their location during a designated time frame that might
encompass several hours. During this time, the candidates get the change to present their resumes and
meet with company representatives to discuss open positions. The company may use media to
advertise the event to attract larger pool of candidates. Companies make use of this method since they
can use their initial screening process when they have several open positions to fill. Open house
eliminates the hassle of scheduling large number of individual interview in advance. On the part of the
candidates, they may have firsthand experience to assess company’s culture and they can make use of
their interpersonal skills in making favorable impression to the company compare to typical submission
of curriculum vitae.

Government agencies – Some local government units have their placement offices look for
possible employments for their constituents. The DOLE has also an agency that compiles applications
for referral to the different companies. They screen and refer many applicants usually for manual or
unskilled positions.

Radio and Television – it is being used because of its great magnitude; more qualified applicants
can be reached and could even tempt other applicants who are not actually looking for jobs. Even there
are advantages in using this method; there are also points to consider. These are:

a. It is very costly, as the message has to be repeated to get the target audience.
b. The message must be convincing and should be done by a professional.
c. The message on radio and television should be sincere and pleasing.
d. The name of the company must be repeated including the telephone number so that the
audience can remember where to contact the company.

The Internet – at present, connectivity is already improving, the use of Internet in recruitment is
being popular due to its accessibility to potential candidates. The following advantages in using the
Internet are:

1st Semester AY 2020-2021

 a. Application letters or resume could immediately be sent to the company.
b. Immediate answers could be available through e-mail.
c. Other necessary information could be available from the applicants.
d. Immediate needs of the company on manpower requirements could be answered in a short
time.
e. They are less costly and get immediate response.

POST ACTIVITY: (Case Analysis)

THE HOTEL PARIS CASE

The New Recruitment Process

The Hotel Paris’s competitive strategy is “to use superior guest service to differentiate the Hotel
Paris properties, and to thereby increase the length of stay and return rate of guests, and thus boost
revenues and profitability.” HR manager Lisa Cruz must now formulate functional policies and activities
that support this competitive strategy, by eliciting the required employee behaviors and competencies.

As a longtime HR professional, Lisa Cruz was well aware of the importance of effective employee
recruitment. If the Hotel Paris didn’t get enough applicants, it could not be selective about who to hire.
And, if it could not be selective about who to hire, it wasn’t likely that the hotels would enjoy the
customer-oriented employee behaviors that the company’s strategy relied on. She was therefore
disappointed to discover that the Hotel Paris was paying virtually no attention to the job of recruiting
prospective employees. Individual hotel managers slapped together help wanted ads when they had
positions to fill, and no one in the chain had any measurable idea of how many recruits these ads were
producing, or which recruiting approaches worked the best (or worked at all). Lisa knew that it was time
to step back and get control of the Hotel Paris’s recruitment function.

As they reviewed the details of the Hotel Paris’s current recruitment practices, Lisa Cruz and the
firm’s CFO became increasingly concerned. What they found, basically, was that the recruitment
function was unmanaged, totally. The previous HR director had simply allowed the responsibility for
recruiting to remain with each separate hotel, and the hotel managers, not being human resources
professionals, usually took the path of least resistance when a job became available, such as by placing
help wanted ads in their local papers. There was no sense of direction from the Hotel Paris’s
headquarters regarding what sorts of applicants the company preferred, what media and alternative
sources of recruits its managers should use, no online recruiting, and no measurement at all of
recruitment process effectiveness. The company ignored recruitment-source metrics that other firms
used effectively, such as number of qualified applicants per position, percentage of jobs filled from
within, the offer-to-acceptance ratio, acceptance by recruiting source, turnover by recruiting source, and
selection test results by recruiting source.

It was safe to say that achieving the Hotel Paris’s strategic aims depended on the quality of the
people that it attracted to and then selected employment at the firm. “what we want are employees
who will put our guests first, who will use initiative to see that our guests are satisfied, and who will

1st Semester AY 2020-2021

work tirelessly to provide our guests with services that exceed their expectations” said the CFO. Lisa and
the CFO both knew this process had to start with better recruiting. The CFO gave her the green light to
design a new recruitment process.

Questions:

1. Given the hotel’s stated employee preferences, what recruiting sources would you suggest they
use, and why?

ANSWER:

The recruiting sources I would suggest, as per the strategic goals of the Hotel Paris,
meticulous customer care is important. The organization must be oriented towards in achieving
high standards of customer care. With that, the recruitment process must function as unified
whole. Liza as a HR Manager needs to select apt recruitment methods. Another is, employee
referrals is a great method for recruitment because referrals from employees often
make good new hires. Generally an employee who solicits a candidate for a position
knows the culture of the workplace and understands the job requirements. The
employee will know which potential candidate would be good for that particular
position. The best recruiters are your own employees. Since most of the companies use
Internet recruiting, Hotel Paris could also use Internet. Recruiting helps to build their
company image. Internet recruiting can bring a wide range of applicants with a large
diverse background and work experience. Posting positions on that company website
ensures they are getting interested applicants that are browsing their website for
specific vacancies. And lastly is College recruitment and employee referral may also be a good
resource. Hotel Paris should begin using selection testing, particularly in the areas of integrity
and conscientiousness.

2. What would a Hotel Paris help wanted ad look like?

ANSWER:

Hotel Paris previous HR direction did that by placing help the wanted ads in their local papers.
But Hotel Paris directors should have a sense that in what type of applicants the company preferred,
in what media and alternative sources of recruits its managers should be use. They should use
online recruiting, and make a measurement at all of recruitment process effectiveness. And also, the
hotel Paris should consider developing a recognizable logo and color scheme, along with a standard
format for ads, which should be used by the various hotels.

3. How would you suggest they measure the effectiveness of their recruiting efforts?

1st Semester AY 2020-2021

 ANSWER:
The effectiveness of the recruiting efforts can be measured through the use of different
kinds of metrics. These metrics can help in measuring the effectiveness of the procedures which
the organizations use for recruiting the professionals and assessing the satisfaction of the
employees and the effectiveness of the recruiting process. To measure the effectiveness of their
recruiting efforts Hotel Paris can use the Participants reaction, Retention of new information,
Application of new procedures, Changes in behavior on the job, Change in the organizational
performance, The number of qualified applicants per position, percentage of jobs filled from
within, the offer-to-acceptance ratio, acceptance by recruiting source, turnover by
recruiting source, and selection test results by recruiting source are used by other hotels,
and should be considered for use by Hotel Paris.

EVALUATION:

Identification. Write the correct answer.

_____Advertising Media_____1. It is a method of external recruitment in which a company places an

advertisement of the vacant position in the appropriate media such as newspaper, magazine, television,
or radio.

__Word of Mouth System____2. The news about the hiring of new personnel for a vacant position is
spread from one person to another through oral communication.

________Job posting________3. It is about advertising of job openings to current employees via bulletin
boards, newsletters, personal letters or computerized posting programs.

Walk Ins and Unsolicited Applicants 4. The applicants approach the HR department seeking a job
without an appointment or they submit a written application letter or resume, or inquiring about the job
without reference to an advertisement. Applicants are often called the “write ins” and “walk ins”.

_Campus or University Recruitment_ 5. The company’s recruiters visit prestigious college/university

campuses to attract the best talent for positions requiring a college degree.

True or False. Write T if the statement is correct and F if it is incorrect.

____True__6. Pulling of strings and the “padrino” system may discriminate against other applicants who
may be qualified.

___True___7. Hiring from outside is the management option if he thinks no one from within is qualified.

___False___8. The use of blind ads to encourage numerous applicants for the “hard-to-fill positions”.

1st Semester AY 2020-2021

___False___9. Applicants with strong recommendations from politicians must be hired even if they fail
to meet the standard requirements.

___True___10. Recruitment is the process of hiring the best individuals to join the company on a timely
basis in sufficient numbers and meeting the qualification requirements, thereby encouraging them to
apply for the jobs in the organization.

REFERENCE/S:

Dessler, Gary. 2010. Human Resource Management 12th Edition. Pearson Education South Asia Pte. Ltd.,

Jurong, Singapore.

Ferrer, Marissa; Arcega, Raymundo, and Pereda, Pedrito. 2015. Human Resource Management Revised

Edition. Unlimited Books Library Services & Publishing Inc. Intramuros Manila

1st Semester AY 2020-2021