Republic of the Philippines

CAMARINES NORTE STAT

E COLLEGE
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4600, Philippines

HRM 108 -Special Topics in Human Resource Management

Name: CUERDO, JEANE E. Date: 02/17/2021

Course/Year/Block: BSBA-HRM 3A Grade: ________

1. What is recruitment?
Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding
employees. In other words, it involves everything from the identification of a staffing need to filling it.
Human Resource Management, otherwise known as HRM or HR for short, is the function of people
management within an organization. HR is responsible for facilitating the overall goals of the
organization through effective administration of human capital — focusing on employees as the
company's most important asset. Recruitment is the first step in building an organization's human capital.
At a high level, the goals are to locate and hire the best candidates, on time, and on budget. It can also
be defined as the “process of searching for prospective employees and stimulating and encouraging them
to apply for jobs in an organization”.

2. What is recruitment process?

Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements,
reviewing applications, screening, shortlisting and selecting the right candidate. Recruitment process is
the first step in creating a powerful resource base. The process undergoes a systematic procedure starting
from sourcing the resources to arranging and conducting interviews and finally selecting the right
candidates.

3. Cite and explain the steps in the recruitment process.

Preliminary Interview: The preliminary interview is also called as a screening interview wherein those
candidates are eliminated from the further selection process who do not meet the minimum eligibility
criteria as required by the organization.
Receiving Applications: Once the individual qualifies the preliminary interview, he is required to fill in
the application form in the prescribed format. This application contains the candidate data such as age,
qualification, experience, etc. This information helps the interviewer to get the fair idea about the
candidate and formulate questions to get more information about him
Screening Applications: Once the applications are received, these are screened by the screening
committee, who then prepare a list of those applicants whom they find suitable for the interviews.
Employment Tests: In order to check the mental ability and skill set of an individual, several tests are
conducted. Such as intelligence tests, aptitude tests, interest tests, psychological tests, personality tests,
etc. These tests are conducted to judge the suitability of the candidate for the job.

Employment Interview: The one on one session with the candidate is conducted to gain more insights
about him. Here, the interviewer asks questions from the applicant to discover more about him and to give
him the accurate picture of the kind of a job he is required to perform.

Checking References: The firms usually ask for the references from the candidate to cross check the
authenticity of the information provided by him. These references could be from the education institute
from where the candidate has completed his studies or from his previous employment where he was
formerly engaged. 

Medical Examination: Here the physical and mental fitness of the candidate are checked to ensure that
he is capable of performing the job. In some organizations, the medical examination is done at the very
beginning of the selection process while in some cases it is done after the final selection.

Final Selection: Finally, the candidate who qualifies all the rounds of a selection process is given the
appointment letter to join the firm.
Thus, the selection is complex and a lengthy process as it involves several stages than an individual has to
qualify before getting finally selected for the job.

4. How to attract the best candidates to work for you?

A company’s most important asset is their people, so if you want a successful business make sure you’re
hiring the best candidates.  To attract the best candidates, it’s important you understand what motivates
and inspires them to invest in a company. You should be working hard to promote your brand image,
company values and opportunities; so, candidates can assess what it’s like to work for you, and whether
their requirements align with your offer. An organization's reputation is a key factor in its ability to attract
talent. This is far easier for a well-known organization with a solid reputation, where candidates have the
impression that they can contribute and/or they will be able to learn. A good image will enable you to
attract top candidates, even for average wages.
5. Give at least 2 recruitment methods with brief explanation.
Promotions and transfers
Promotions and transfers aren’t quite the same thing, but the concept is the same. Internal employees are
identified to fill open roles. A promotion means that the person moves up the ladder and is given more
responsibilities and also a pay increase. A transfer usually doesn’t involve greater responsibilities or more
money and is a horizontal move. Staff can be transferred to the same role in another branch or region, or
they can take on a similar position in a different department or division.

Boomerang employees
Rehiring past employees is gaining popularity. Known as boomerang employees, these are people who
worked well at a company but then left on good terms for a myriad of reasons. Employers are seeing the
value of rehiring them because they know their abilities and the employee knows and fits into the
company culture. Bringing a boomerang employee back on board reduces time to hire, eliminates the risk
of a bad hire and reduces cost per hire.