Group 2

Human Resource
Aquisition
Prepared by Andre Arcigal | Kerwin Lim | Jose Lorenzo Samson | Paulo Torres | Aladin Yu
Topics on Group 2

our Agenda
Process of Human Resource Planning 01
Recruitment Process & Personnel Policies Related to It 02
Recruitment Strategies 03
Employer Branding 04
Selection Process 05
Methods of Assesments 06
Placement 07
Onboarding Process 08
Process of HR Planning
 Human Resource
Planning
Definition
Human Resource planning is the process of
optimizing the organization's labor force in
order to avoid manpower shortages and
suplus.
 Human Resource
Planning
In-demand jobs that did not
exist 6 years ago
Product owner/manager
UX designer
Email/CRM manager
Marketing automation manager
Digital performance manager/specialist
Human Resource
Planning
 Human Resource
Determine Human Resource
Planning
Needs
Assessing what is needed in the labor force

Questions usually asked:

Were enough people hired?
Did you have to scramble to hire people
at the last minute?
What skills do your employees possess?

It is similar to taking an inventory of the labor

force
 Human Resource
Planning
Determine Recruiting Strategy
The process of obtaining resumes of people
who are interested in the job.

This could be done through offering referral

bonuses to employees or outsourcing the
process to a head hunter or manpower
agency.
 Human Resource
Planning
Select Employees
Filtering applicants out by matching their
resumes with the job.

The steps of employee selection are the

following:
1. Reviewing of Resume
2. Interviewing the Applicant
3. Reference check, Background check, or
testing.
 Human Resource
Determine compensation
Planning
Deciding the salary, benefits, and vacation
time that an employee could receive.

A payment system must be developed that

motivates employees and embody fairness
to everyone working at the organization

Examples of variables that could affect the

pay of the employees are the following:
The life cycle of the company
Supply and demand of employees skills
in the market
 Human Resource
Planning
Develop Training
Training employees based on the following:
Companies Culture
Skills needed for the job
Human Relations Skills.
 Human Resource
Planning
Performance Appraisal
Assessing the performance of the employee
depending on their job description.

Examples of these are:

Employee appraisal
360 review

This is beneficial for motivating and

rewarding the employees.
 Human Resource
Planning
Ways to know how many
employees should be hired
The ways to assess how many employees
are needed:
Getting an industry professional
Trend analysis
Ratio analysis

Usually, the line manager would have a say

in how many employees are needed under
him/her.
Recruitment Process &
Personnel Policies Related

Identify gaps in the team
Keep track of input vs output of
the team
Identifying Hiring
Needs
Factors that influence recruitment
Size of Organization
Salary Structure
Work culture and working condition within the organization
The growth rate of the organization
The current state of employment in the economy
 Identifying Hiring
Needs
Setting up recruitment team
Identify Job vacancy and defines the quality of an ideal candidate
Job description
Detailing the qualities needed in an ideal candidate
 Preparing Job
Descriptions
Inside the Job Description/Job Specifications
Company Name/Description
Core Value
Benefits Offered
Location
Job Title
Department
Salary
Description of Duties
Skill Sets/ Knowledge/ Experience/ Training Required
 Talent Search

Internal Recruitment External Recruitment

Recruiting an existing employee inside the Recruiting an someone outside of the
company company.

To be explained more later.

 Internal
Recruitment
Advantages Disadvantages
Can produce "inbreeding" which may
Can be cost-effective vs using a traditional reduce diversity and difference perspective
recruitment strategy.
May cause political infighting between
Can improve morale people to obtain promotions.

Knowing the past performance of Can create bad feelings if an internal

candidates can assist in knowing if they candidate applies for a job and does not
meet the criteria get it.
 External
Recruitment
Advantages Disadvantages
Brings new talent to the company. Implementation of recruitment strategy can
be expensive.
Can help an organization obtain diversity
goals. Can cause moral problems for internal
candidates.
New Ideas and insights into the company
Can take longer for training and orientation.
Image Advertising
 Image Advertising
About: Examples:
Designed and developed to create a ThyssenKrupp AG with the core message:
favourable impression of the organisation. “Developing the future”
A positive manner to attract interest from
job seekers Macquarie Group with its core message:
Advertise themselves as having a good "Forward Thinking.”
working environment
Emotionalise the work environment and let
the organisation's employees speak.
Delivers a corporate message or benefit of
the company
Recruitment Strategies
 Recruiters
Executive Search Firm Corporate Recruiter
Focused on High-Level Positions such as An employee of a company that focuses on
CEO/ Management recruiting for the company full time.

Staffing Agency
Helps individuals find jobs and matches to the company
requirements
 Recruiters

Advantage Disadvantage
Time Saving Expensive

Less control over final candidates to be

interviewed
 Campus Recruiting

Job Fairs / Campus Events

Allows the company to showcase their company and job openings to college
students who will look for jobs in the near future.

Perfect for entry level positions

 Campus Recruiting

Advantage Disadvantage
Plentiful Source of Talent
Time consuming
Can hire people to grow the organization
Only appropriate for certain types of experience
levels.
Ex. Entry Level Positions
 Professional Associations

Organizations that furthers a particular profession

Ex. Professional Nursing Association

Allows companies to post jobs related to nursing

 Professional Associations

Advantage Disadvantage
Industry Specific Fees for advertising job vacancies
Time consuming to network
 Websites

Jobs180.com/ Company Website

Allows faster applications
Job vacancies can be seen easier in public
 Websites

Advantage Disadvantage
Low Cost
Takes time to go over several applications
Quick

Diversity Friendly
 Social Media

Facebook/Twitter/Linkedin
Creates Buzz about the Organization

Share insights of the company's culture

Post Job Updates

 Social Media

Advantage Disadvantage
Inexpensive Time Consuming

Overwhelming responses.
 Events

Career Fairs
Large number of people looking for employment
Companies showcase their job vacancies
 Events

Advantage Disadvantage
Access to specific target markets of
candidates Expensive
May not be the right target market
 Referrals

Employee Referral Programs

"Who do you know?"

Provide Incentives when a Referred employee meets the requirements of the company.
 Referrals

Advantage Disadvantage
Higher quality people Concern for lack of diversity

Retention Bias to referred employee

Employer Branding
Employer Branding is the process of
managing and influencing your reputation
among job seekers, employees, and key
stakeholders.
(Built In, n.d.).
This type of branding holds
organizations to a certain standard in
which they work towards maintaining
to ensure that they are an employer
of choice for potential partners.
 N

Selection Process
 N

Selection Process

Definition
The selection process refers to the steps
involved in choosing people who have the
right qualifications to fill a current or future
job opening.
 N

Selection Process
Made up of 5 distinct aspects
Criteria development.

Application and résumé review.

Interviewing

Test administration

Making the offer

 N

Selection Process
1. Criteria Development
Determining which sources of information will be used
and how those sources will be scored during the
interview.

The criteria should be related directly to the job analysis

and the job specifications.

Involves discussing which knowledge, skills, abilities,

and personal characteristics (KSAOs) are required to be
successful at any given job.
KSAOs describe the skills and attributes required for
a particular position in an organization.
 N

Selection Process
2. Application and Résumé Review.
Every organization has a different process

Depends on the organization's size and type of job

When looking at résumés to determine whom to

interview, a manager should be concerned with the
concepts of disparate impact and disparate
treatment.
Disparate impact is often referred to as
unintentional discrimination, whereas disparate
treatment is intentional.
 N

Selection Process
3. Interviewing
After the HR manager and/or manager have determined
which applications meet the minimum criteria, he or she
must select those people to be interviewed.

Be aware of the halo effect or reverse halo effect

2 general types of interviews: structured and unstructured

A structured interview format means the questions are
determined ahead of time
unstructured means the questions are based on the
individual applicant.
 N

Selection Process
Other types of interviews
Traditional interview
Telephone interview
Panel interview
Information interview
Meal interviews
Group interview
Video interviews
Nondirective interview
 N

Selection Process
Interview Questions
Situational and Behavior Description Interview
In a situational interview, the candidate is given a sample
situation and is asked how he or she might deal with the
situation.
ex. "If you saw someone stealing from the company, what
would you do?"

In a behavior description interview, the candidate is asked

questions about what he or she actually did in a variety of
given situations.
ex. "Tell me about a time you had to make a hard decision.
How did you handle this process?"
 N

Selection Process
4. Test administration
A variety of tests may be given upon successful completion of an interview. These
employment tests can gauge a person’s KSAOs in relation to another candidate. The major
categories of tests include the following:
Cognitive ability tests
measure reasoning skills, math skills, and verbal skills
Aptitude tests
measures a person’s ability to learn a new skill
Achievement tests
measures someone’s current knowledge.
Job knowledge tests
measures the candidate’s level of understanding about a
particular job
Work samples
ask candidates to show examples of work they have
already done (ex. portfolios)
 N

Selection Process
5. Making the Offer
Oftentimes once the decision is made to hire a candidate, HR
professionals feel their job is finished. But making the offer to
the chosen candidate can be equally as important as the
interview process. If the offer is not handled properly, you
can lose the candidate, or if the candidate takes the job, he
or she could start off on the wrong foot.

Once you have made the decision to hire someone, make the
offer to the candidate right away.
through a phone call and a follow-up e-mail, outlining the
details of the offer.

Candidates usually negotiate for salary or benefits

Summary of Selection Process
N
 Methods of Assessment
Assessment Methods:
1. AI-Powered Video Interview
2. Cognitive Ability Test
3. Personality Test
4. Work Sample Tests
5. Situational Judgement Test
6. Exercises and Games
7. Job Trials
 AI-Powered Video Interviews
About: Example:
AI-powered automated video interview tools HireVue
as a convenient and modern way for
conducting interviews.

One of the well-known AI softwares that

companies use is HireVue.

Assesses how the applicants communicate,

the content of the message, the meaning in
the message, and the emotion he or she
expresses.

Insights associated with their algorithms will

be scientifically validated.
 Cognitive Ability Test
About Examples
Measures the mental abilities of Reasoning questions
applicants in terms of verbal and
mathematical ability, reasoning ability Mathematical questions and calculations
and reading comprehension.
Verbal and/or vocabulary skills
Assesses the person’s ability to learn
new information and skills as well, while
it measures his or her current
knowledge.

Conducted through either a paper-and-

pencil test or online test.
 Personality Test
About: Examples:
Measures and assess the personality Meyers-Briggs
factors in work situations including
conscientiousness, extraversion, the “Big Five”
agreeableness, openness to experience
and emotional stability.

To see if the applicant's personality

matches the job description and job
specification of his position.
 Work Samples
About Examples:
Gives an opportunity for applicants to For project manager, updating past project
showcase his or her skill level to plans or budgets
perform a specific task or work activity
based on the job position description. a SEO specialist can be asked to conduct
keyword search
Assess the performances that are
technically-oriented tasks Developer may be asked to organise and
plan work

Applicant would be asked if he or she could

make a portfolio of designs,
 Situational
Judgement Tests
About:
Provides job applicants with situational
analysis where they would encounter
certain situations on the job

Asked to choose the most suitable or

most and least effective way of handling
the situation

Challenging and more complicated

Administered in written form or video

recorded format
 Exercises & Games
About Examples:
Evaluate a candidate's behaviour and Global Hackathons
performance
the Talent Games
Exercises in the recruitment process
are usually conducted in groups to work
together and solve a certain problem

Gamified recruitment method assesses

a diverse pool of candidates in an
immersive gaming environment.

About
Evaluates job applicants’ abilities to
perform a specific work activity in order
to showcase their skills and abilities for
the job position.
Work at a certain number of trial days
(around 2 days) with a stipulation
Job Trials
Examples:
An example of this type of assessment
would be blue-collar jobs
BaConstruction worker, machine operator,
millwright, assembler and truck driver.
 N

Placement
 N
Placement

Definition
Placement is the act of offering the job to
a finally selected candidate. It is the act
of finally assigning the rank and
responsibility to an employee, identifying
him with a particular job.
 N
Placement

Significance of Placement
Important that each employee be placed on a
suitable job
Initial placement is always problem due to
limited knowledge about the new hire.
placement should be done after due
considerations of the demands of the job, as
well as the social, psychological needs of
the individual.
 N
Placement

Benefits of proper employee placement

Reduced labor turnover rate.

Reduced absenteeism rate.

Increased safety of workers and lower accidents.

Increased morale of workers.

Better human relations in the organizations.

 N
Placement
Placement of New Employees
While taking the placement decision, the following

principles must be kept in mind:

Job requirements

Suitable Qualifications

Give Adequate Information

Commitment and Loyalty

Flexibility
Onboarding Process
 Phase One: Introduction

Onboarding is the foundation which gives employees a

glimpse of what it is like to work somewhere.

During the Introduction, the main objective of this phase

is clarifying any expectations as well as making new
employees feel welcome in their work environment.

www.peakon.com (n.d.)
 Phase Two: Initial
Development
Initial development towards
their roles in the organization
are prioritized.
 Phase Three: Ongoing Development & Retention

Focuses on keeping employees engaged through long-term

development.
 Phase Four: Separation

Marks the end of an employee’s

journey within the organization.

A number of reasons may be the

cause of the employee’s decision to
leave.

May be used as an opportunity to

address areas for improvement.
Thank you!
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