Name_________________________________Program & Year__________________Score____________

Subject: Human Resource Mgt. Teacher: Mrs. Jean M. Cavalida Date: Sept. 4, 2021
Type of Activity:
Drawing out ⎕ Concept Notes ⎕ Laboratory ⎕ Individual ⎕ Quiz ⎕ Formative ⎕ Summative
the best ⎕ Exercise/Drill ⎕ Art/Drawing ⎕ Pair/Group ⎕ Others, specify_____________________________
in you!

MODULE 2: TOPIC 1- Methods of Recruitment

TOPIC 2- Selection Process

Topics 1 & 2 : Recruitment of Manpower and the Selection Procedures to obtain the
“right people for the right job”

Learning 1. Describe the advantages and disadvantages of the different methods of

recruitment;
Targets:
2. Recommend the use of appropriate recruitment methods given the
particular needs of an organization;
3. Explain the criteria to determine the appropriate selection methods to use;
4. Assess data from different selection methods to make an informed hiring
decision.

Reference/s: Diamante M.M. & Ledesma-Tan, G., (2015). Managing Human Resources
(Local and Global Perspectives) Outcomes-based learning. C & E
Publishing, Inc.
Concept/Digest : ( Read and study the concept, you can even add more information. Just search in the
Google Website for each topic)

An organization who is seeking for qualified candidates to fill job openings in a company must think of and
engage in a series of activities that will inform the right people about the job vacancies. They spend more funds to
entice these people to apply for the jobs. Nowadays, beyond just putting up posters, there are many effective
means of recruiting qualified applicants.

This activity the teacher will motivate the students to understand the purpose of
determining the manpower needs and how to attract these prospects or talents to engage
ENGAGE in the organization. There will be methods along with their advantages and disadvantages
in recruiting human resources.

Have you ever experienced hunting a job? Where do you usually go when
seeking for job vacancies? What strategies you use to get the information about
job employment?

Answers- Question #1

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Answers- Question #2

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Answer-Question #3

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 This activity aims to journey on the different ways on attracting job applicants and
identifying the effective tools to assess appropriately the human resources needed.
EXPLORE

Focus activity: “Finding You”

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Instruction 1: You are tasked to enumerate at least five (5) ways or methods of recruiting job applicants. Specify
the cost necessary in acquiring manpower. (Based in your own prediction/estimation of expenses)

Recruitment Methods/Strategies Costing of expenses on the part of the

organization/company needing job applicants

This activity aims to understand the importance of costing in every strategy utilized at
EXPLAIN the same time considering the quality and quantity of applicants when getting the right
people for the job vacancies.

 You noticed the process of determining the manpower needs, it requires a thorough planning and
forecasting so that the right person will be hired effectively.
 As we observed there were several ways of attracting or headhunting job candidates but it also implies
bigger budget for advertisements and other related activities.
 The quality of candidates can be determined as well as the effort and time allocated be maximized if there
is a well-planned design for the acquisition of manpower.

This activity aims to discuss the process of recruitment as well as the selection steps
in order to avoid the negative effects of “bad hiring decision.” Well conducted
ELABORATE
screening of applicants must be done in a series of activities to assess efficiently the
applicants’ applications and competencies.

 Methods of Recruitment
1. Job advertising- announcing a job vacancy is the most common way of attracting people to apply
for jobs. Job Ads (advertisement) can be posted in newspapers, journals, magazines, bulletin
boards and the internet. Depending on its nature, job posting is either paid or posted for free.

2. Internet postings- the most common platform for job ads is the internet because it is inexpensive,
quick and reliable way of making the company and vacancy known locally and internationally.
- Company Websites- employers increasingly using their company websites for recruiting
because it is an inexpensive way to convey considerable information about a job opening and
the employer. Research showed that company websites are effective in attracting applicants
due to the following characteristics: They contain information that are important to job
candidates such as, description of the position and its functions, expected salary.
- Use of social media ( Facebook and Twitter)
3. Headhunting or executive search firms
4. Employee Referrals
5. Internal and External Recruitments
6. Rehiring former employees
7. Walk-ins
8. College Recruiting
 9. Internships
10. Creative Recruitment methods

 Advantages of Internal Recruitment

1. It is usually cheaper in terms of starting pay and faster to fill up internal vacancies.
2. Savings can be made since individuals with inside knowledge of how the business operates will need
shorter periods of training and time for “fitting in.”
3. It improves employee’s morale; it acts as an incentive to all staff to work harder within the organization.
4. From the company’s point of view, the strengths and weaknesses of an insider will have been assessed.
It has potential then for a better success rate since the track record of the employee is known.
5. Internal employees are already attuned to the culture of the organization.
6. The organization is unlikely to be disrupted by someone used to working with others in the company.
7. Keeps proprietary and industry knowledge inside the organization.

 Disadvantages of internal recruitment

1. Management will have to replace the person who has been promoted, creating a ripple effect- more job
openings occur as employees are moved about.
2. Promoting from within may upset some inside the company thereby lowering the morale of those not
selected for the position.
3. Deprives the company from getting fresh views and new ways of doing things.
4. Creates negative internal competition for the position.
5. An insider may be less likely to make essential criticisms to get the company working more effectively.
 Advantages of External Recruitment
1. Draws upon a wider range of talent, and provides the opportunity to bring new experience and ideas into
the organization. Enhancing creativity and innovation.
2. Brings in opportunities to acquire new skills and competencies not found in the organization.
3. Enables the organization to hire people with knowledge of competitor’s secrets- a dubious (uncertain) way
of conducting competitive intelligence gathering.

 Disadvantages
1. Usually costly to hire somebody from outside.
2. The outsider does not fit into the organization’s culture.
3. Some risks in failure, an employee could be less effective in actual job than what appears on paper
application and interview.
4. Takes a longer time to get acclimated to the job and to the organization’s culture.
5. May demoralize employees who did not get the promotion and adversely affect their commitment levels

 Selection Process- the process through which organizations make decisions about who will or will not be
allowed to join the organization.

 Selection process covers the following:

1. Screening applications and resumes
2. Conducting test of the applicants
3. Interviewing
4. Performing reference checking/background investigations
5. Deciding whether to hire or not (making decision)
 EVALUATE
Instruction: Answer the questions below and cite an example to support your arguments.

1. What are recruitment methods that have generally been proven to yield good applicants? Why are they
effective? Support your arguments with example. In 10 sentences only bullet forms.
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2. Why do marketing executives in large companies spend so much money on advertisements? In 10

sentences only, bullet forms.
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Output will be submitted on September 7, 2021 (Tuesday)

Date & Schedule of Class: September 4, 2021 (Sat 1:00- 3:30PM)
(Sat. 3:30- 6:00 PM)

Teacher: Mdm. Jean M. Cavalida, MAGC, MSP, RGC

HRM, Teacher