MAJOR-12

HUMAN RESOURCES: LANDING A JOB

OBJECTIVES
At the end of this lesson, you are expected to:
 Discuss the importance and function of Human Resource in an
organization;
 Identify the different steps done in landing a job;
 Identify the different type of questions in an interview; and
 Create question list in job interview applying the guidelines and
types of question in interview; and
 Execute the steps in the hiring process

Human resources in different workplaces are one of the most important offices
as it handles the most important people in the job, which are the employees. These
offices are the one you should get through when trying to apply for work as they
operate on the hiring process. For you to have a better shot in landing a job in the
near future, you need to read and understand the following information about the
process of landing a job, and tips on how to pass the process.

What is HR or Human Resource?

Human resources (HR) are department that manages the employee life cycle.
This includes recruiting, hiring, onboarding, training, performance management,
administering benefits, compensation and firing. Regardless of company size, it needs
an effective human resources department to manage workforce labor, company
policies and ensure legal compliance.
HR is the department responsible for maintaining a company’s personnel,
employee relations and workplace culture. This team manages recruiting, hiring,
MAJOR-12

firing, training, skills development, policy implementation, benefits, payroll,

government regulation, legal compliance and safety and often moderates and helps
resolve conflicts and concerns between employees.
HR professionals help give a company structure and order and foster
productivity and organizational success. HR partners with management to address
personnel concerns as well as provide support and resources where needed so that
managers can focus on running their department operation.

Steps In the Hiring Process

What is a hiring process?

An efficient and effective hiring process is a step-by-step process for hiring a
new employee, whereby an organization identifies its talent needs, recruits from its
talent pool and eventually hires the most qualified candidates. Most companies have
their own hiring processes. What follows are the most common steps in the hiring
process across industry and regardless of company size. Keep in mind, however, that
the specific details of the hiring process are unique to each company.
1. Identify the hiring need
The hiring process begins by identifying a need within your organization. This
need could vary from filling a vacated position, better managing a team’s workload, or
expanding the reach of organizational tasks. Positions are, in other words, either
newly formed or recently vacated.

2. Devise A Recruitment Plan

Once an organization identifies a hiring need, it should begin recruitment.
Organizations should also keep relevant internal teams and employees apprised of
the new position at each stage of the hiring process. It’s important that all those
involved in the hiring decision agree to the hiring process, steps, and appropriate
communication channels. Recruitment also includes strategizing how to publicize the
new position, both internally and externally; criteria for initial candidate screening;
what the interview process will look like; and who will conduct interviews.
3. Write a job description
The hiring staff should start by generating a job description that includes a
prioritized list of job requirements, special qualifications, desired characteristics, and
requisite experience. The job description should also include information regarding
salary and benefits.

4. Advertise the Position

MAJOR-12

Identifying highly-qualified potential candidates begin internally. Start,

therefore, by notifying current employees of the opening.  External publicity will likely
consist of utilizing a combination of the company’s website and social media
platforms, job posting sites like LinkedIn, job fairs, industry publications and events,
local newspaper advertisements, and word-of-mouth recruitment

5. Recruit the Position

Beyond simple job posts, the hiring staff should reach out directly to desirable
candidates via LinkedIn, social media, and job fairs. Active recruitment will help
generate applications from potential candidates who are not actively searching for
new jobs but may be perfect for the available position.

6. Review Applications
Your organization likely already has a mechanism in place to receive
applications--via email, an applicant tracking system (ATS), etc. In many cases, the
review process begins with Human Resource representatives who review the
applications and eliminate any candidate who does not meet the minimum
requirements for the position or the company more generally. In other instances, the
hiring team or hiring manager may prefer to review each application.

7. Interviews
Depending on the size of the organization and hiring committee, one or several
interviews are scheduled for those remaining applicants who passed the review.

8. Applicant Assessment
Once the interviews are completed, or during their completion, company’s often
assign applicants one or more standardized tests. These exams measure a wide range
of variables, including personality traits, problem-solving ability, reasoning, reading
comprehension, emotional intelligence, and more.

9. Background Check
Your initial job posting should indicate that all candidates are subject to a
background check. Background checks review candidates’ criminal record, verify
employment history and eligibility, and run credit checks. Some organizations also
check social media accounts (Facebook, Twitter, etc.) to make sure potential
employees are likely to represent the company in a professional manner. Drug testing
may also be warranted, depending on the position.

10. Decision
MAJOR-12

After conducting background and reference checks, the hiring staff identifies
their top choice. The hiring staff should also select a backup candidate, in case the
top choice declines the offer or negotiations fail to produce a signed offer letter. In the
event that no candidates meet the hiring criteria, the hiring staff should determine
whether or not to start the hiring process over. If so, the hiring staff should discuss
whether or not to adjust or alter the hiring process in order to yield more favorable
candidates.
11. Reference Check
Reference checks should verify any pertinent information shared by the
candidate about previous employment--job performance, experience, responsibilities,
workplace conduct, etc. A typical question to ask references is “Would you rehire this
person?”

12. Job offer

Once a top candidate is identified, the organization should extend an initial
offer. The offer letter should include the position’s salary, benefits, paid time off, start
date, potential severance pay, working remotely policy, included company equipment
and other terms and conditions of employment. Negotiations are likely to follow.
Therefore, the hiring staff should determine internally which elements of the offer
letter are negotiable, and which are not. It is typical for terms like salary, flexible
work schedule, and working remotely to be negotiable.

13. Hiring
After negotiations, once the candidate accepts the job offers, they are hired.

14. Onboarding
Hiring a new employee does not conclude the hiring process. Onboarding your
new worker in a welcoming and professional way will help integrate them in a
manner that lays the groundwork for a long-term productive relationship between
them and your company. A welcome letter is strongly advised. From there, relevant
management should reach out to the employee before their start date to welcome
them to the organization. Their work space should be prepared, cleaned, and
equipped with the necessary credentials and equipment before their first day. Lastly,
consider assigning your new employee a mentor, which will help them settle in to
their new position and organization, and set them up for long term growth and
success.
MAJOR-12

Legal Concerns in the Hiring Process

Fair hiring laws were enacted to ensure all qualified candidates receive an equal
opportunity for job acquisition. These laws state that hiring an individual based on
their age, gender, sexual orientation, or ethnicity is illegal and punishable by federal
regulations. The following are the usual legal concerns encountered during hiring
process.

1. Job Postings
It’s easy to crank out a job posting without much consideration to legal issues.
However, you cannot refer to protected classes by directly addressing or making
inferences about race, colour, ancestry, place of origin, political beliefs, religion,
marital status, family status, disabilities (physical or mental), sex, gender, sexual
orientation, gender identity or expression or age. It’s best to stick to the exact
responsibilities associated with the job and the required skills, experience, and
education you’re looking for in a candidate.

2. Job Interviews
This is another area that can be tricky. If you’re rolling along having a great
conversation with a candidate during an interview, it’s easy to unintentionally
discuss things that could put you in legal hot water.
Make sure to draft a list of questions ahead of time and familiarize yourself
with topics and questions that are off-limits.  The same prohibited references in job
postings apply in job interviews. Even if you’re just trying to gauge whether someone
can work on Saturdays or Sundays, it’s never ok to ask about their religion, for
example. Stick to general questions like, “This job requires some weekend work. Are
you available for these shifts?”

3. Reference Checks
Similarly, during the reference check phase you can’t ask questions about a
candidate’s personal life, disabilities, medical history, family status, etc. Even if you
need to make an assessment about a candidate’s reliability, you cannot ask a
reference, “how many sick days did they take last year,” or “how many times did they
call off for family issues,” for example. What you can do is ask if they were a
punctual, reliable employee.

4.Job Offers
The final step in the hiring process is also rife with areas for potential legal
mistakes. It is important to offer fair and comparable wages and when wages are
different between genders, ages, races, etc., you must be able to prove that the
MAJOR-12

disparity is based on skills, responsibilities, union seniority systems, merit systems

and other objective factors.

LANDING A JOB
When trying to land a job, one needs to consider different aspects
in preparing themselves to have a better shot and be successful.
The following are the things to be done for landing a job.
Finding Openings
Seek first for the workplaces that are open for job applicants or in short, hiring
for new employees. There are different on how to search for job opening such as
district websites, nation-wide websites, newspapers, word of mouth or connections.
Applying
After looking for job opening, choose the job which you think you are capable
and suitable to apply. Follow that jobs’ posting directions which typically involves
submitting a resume and cover letter. Here in Philippines, pre-employment
documents are also submitted like birth certificate, Transcript of Records or diploma,
NBI clearance, SSS, Pag-IBIG, PhilHealth membership, and TIN number.
*Resume- is a formal document that a job applicant creates to itemize their
qualifications for a position.
*Cover letter- applicant expresses an interest in a specific job or company and
draws attention to the most relevant specifics on the resume.
Interviews
It is a formal consultation usually to evaluate the qualifications of the applicant
to the certain position or job. It helps the interviewer verify the information provided
by the applicant. It not only gives the interviewer information about the candidate’s
technical knowledge but also gives an insight into his much needed creative and
analytical skills.
Guidelines for interviews:

 Interview must only be participated by the applicant and interview-in-

charge from the organization
 Interviewee must do 75% of talking
MAJOR-12

 Interview shall start with Questions to relax and accentuate

qualifications and build Confidence
 Middle portion of interview must be filled with questions regarding tasks
in job description
 Before the interview is done, the interviewee must be given the chance to
ask questions

Types of questions:
 Open-ended- How, why, Describe, Tell me, In what way?
Ex: How would you describe yourself?

 Skills-based questions- questions are directly related to experience with

tools, technologies, and industry standards. They help you find the
difference between theoretical and practical knowledge.
Ex: Describe a work-related problem you had to face recently. 
What procedures did you use to deal with it?
 Behavioral questions- show a candidate’s aptitude and approach to a
task, based on past experience. They are useful for revealing soft skills
like trustworthiness, attitude, and work ethic.
Ex: Tell me about a time when you were in conflict with a peer and
how the situation was resolved
 Situational questions- give you the chance to see how a candidate
would react to specific scenarios in your office. They give you a sneak
peek into a candidate’s instincts, confidence, and decision-making
abilities.
Ex: What would you do if you are assigned to finish a task with a
colleague who has a different opinion on how you two would
proceed?

How and What to prepare for interview?

 Know the ground rules
 Understanding job description
 Review qualifications and responsibilities
 Review your materials like print materials such as exemplary or portfolio
 Anticipate questions; prepare answers for commonly asked questions
 Practice answering the questions you anticipate; you can record yourself
to evaluate yourself after
 Prepare a formal attire to wear for the interview
MAJOR-12

Tips to remember during the interview:

1. Get there a few minutes earlier- give yourself some time incase
unnecessary things happen like traffic.

2. Answer the question that was asked- While it may be tempting to include
additional information, don’t stray so far that you neglect the question at hand. There
will typically be a time in the end to mention anything that wasn’t brought up during
the course of the interview.

3. Let the interviewer show you your chair – now is the time to be
submissive, so as to not offend the interviewer.

4. Say “Yes,” not “Yeah.” -When appropriate, elaborate on your answer. Don’t
waste an opportunity to provide more context.

5. Take a second before answering a question- to show you are putting some
thought into your answer. It also gives you time to collect your thoughts in case it’s
not the exact question you expected.

6. Take notes- Not only does it display engagement, but it also keeps info top
of mind so you can reference back to it later in the interview. For example, if they
mention a challenge of the role, you can come back to it later to clarify how you can
help solve the problem.

7. Let your achievements speak for you- Don’t be afraid to mention your
accomplishments, but don’t harp on them either. The interviewer has your resume,
there’s no need to repeat. Speak more to how those accomplishments make you an
asset for the role.

8. Keep eye contact. It doesn’t have to be a staring contest, but don’t let your
eyes wander off. Maintaining eye contact shows you’re engaged while listening and
confident while speaking.

9. Do not talk too quickly- it will show that you are nervous and the tendency
is that the interviewer will not understand the answer.

10. Always drop a ‘thank you note’- always thank your interviewer after
you’ve left. Email them after you drop off your note. The more contact you have, the
more you remain in their minds over the other applicants. It shows you’re thoughtful,
motivated, and that you care.
MAJOR-12

LET’S DO IT!

ACTIVITY 1 - DISCUSSION
1. Discuss the importance and function of the Human Resources Department.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
_______________________________________________________________________

2. Which step in the hiring process do you think is the most crucial and why?
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
________________________________________________________________________

3. Among the four types of questions in an interview, which do you think is the
most difficult to answer? Why?
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
_______________________________________________________________________

ACTIVITY 2 - APPLY
Create a question list in job interview applying the guidelines and types
of question in interview. At least 5 questions.

In connection with our topic, make a video documentation showing the

steps in the hiring process.
MAJOR-12

REFERENCES
Human Resources: Definition and How It Works | Indeed.com
13 Things To Consider When Looking for a Job | Indeed.com
3 types of interview questions you need to ask every candidate - Workopolis Hiring
Library of Skill-Based Interview Questions (thehrspecialist.com)
35 Behavioral Interview Questions to Prepare For (with Example Answers) | Indeed.com
Meaning of Job Description (chron.com)
43 Tips On What To Do Before, During And After An Interview (brandyourself.com)
Hiring Process Steps for 2021 | Smart Recruiters
Legal Rights During the Hiring Process - FindLaw