NUEVA ECIJA UNIVERSITY OF SCIENCE AND TECHNOLOGY

General Tinio Street, Cabanatuan City

Nueva Ecija, Philippines

HUMAN RESOURCE AND MANAGEMENT

Name of Student: SHAINA F. PARUMOG

NARRATIVE REPORT: LU II

RECRUITMENT AND SELECTION OF HUMAN RESOURCE

Many of us have been experience of applying and experience of job interviewed or

during our college days we maybe some experience mock job interview in one of our
subjects. And that’s experience will help us to understand of our topic of Recruitment and
Selection.

The Recruitment and Selection Process is a series of hurdles aimed at selecting the best
candidate for the job. Also this is the identifying and acquiring skilled workers to meet
the organizational needs. People form an integral part of the organization in part of the
recruitment and selection process. It is hurdles to select the best candidate for the job,
because its need to meet the best quality that you need in one company or organization.

Recruitment is the systematic process of generating a pool of qualified applicant

for organization job. Hence choice of right people and placing them at right place
becomes essential.

A person that eligible for the certain position in one company/organization is big help, so
it should be important to know the ability, skills, personality of every applicant.
Searching for prospective employees and stimulating for the job. The process the
efficiency and quality of its people determines the fate of the organization. When we are
Recruiting it involves attracting and obtaining as many applications as possible from
eligible job-seekers.

Good recruitment is vital for every organization, especially when labor markets
are tight - finding the right people for the right roles at the right time. Like in recruitment
we need for the qualifications and qualities of the job seeker/applicant. Through this more
effectively identifies individuals who will fit best into the organizational structure. To
minimize turnover is to nip it in the bud with effective screening aided by a recruiting
also, in recruitments it can help companies find loyal employees who are a good fit for
the company.

There have step in recruitment first step involved in the process is planning. Here, in
Recruitment Planning include to draft a comprehensive job specification for the vacant
position, outlining its major and minor responsibilities; the skills, experience and
qualifications needed; grade and level of pay; starting date; whether temporary or
permanent; and mention of special conditions, if any, attached to the job to be filled ”
And how many employees needed in that position.

After the completing the recruitment planning and known the preparation of job
descriptions and job specifications, how many with in that qualifications of candidates
are required in that position, it involved in this regard is to devise that suitable strategy
for recruiting the candidates in the organization.

The strategic considerations to be considered may include issues like whether to

prepare the required candidates themselves or hire it from outside, what type of
recruitment to be used method, what geographical area be considered for searching the
candidates, which source of recruitment to be practiced, and what sequence of activities
to be followed in recruiting candidates in the organization.

When the strategy development is done, the searching of candidates will be

initialized. Searching involves attracting the job seekers to the vacancies. The sources are
broadly divided into two categories: Internal Sources and External Sources.

This step involves attracting job seekers to the organization. There are broadly two
sources used to attract candidates. These are Internal Sources, and External Sources.

Screening starts after completion of the process of sourcing the candidates.

Screening is an integral part of recruitment process that helps in removing unqualified or
irrelevant candidates, which were received through sourcing. The screening process of
recruitment consists of three steps,

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of
the candidates are reviewed and checked for the candidates’ education, work experience,
and overall background matching the requirement of the job
Conducting Telephonic or Video Interview

Conducting telephonic or video interviews is the second step of screening candidates.

In this process, after the resumes are screened, the candidates are contacted through
phone or video by the hiring manager.

Identifying the top candidates

Identifying the top candidates is the final step of screening the resumes/candidates. In
this process, the cream/top layers of resumes are shortlisted, which makes it easy for the
hiring manager to take a decision.

Recruitment is a costly process; hence it is important that the performance of the

recruitment process is thoroughly evaluated. The costs incurred in the recruitment
process are to be evaluated and controlled effectively. These include the following;
Salaries to the Recruiters, Advertisements cost and other costs incurred in recruitment
methods, i.e., agency fees. Administrative expenses and Recruitment overheads

Source of Recruitment it refers to various modes of connecting with the job seeker for
completing the task of finding potential employees. In simple words, sources of
recruitment are the medium through which communication regarding the vacant positions
is made aware to the prospective candidates.

Internal Source it may be a person we can hire from the organization which are
already on pay roll or may be person those once in payroll, Many companies consider
internal recruitment as a great option since it is cost-effective, and they tend to hire
employees who have a better know how the organization and its policies

External Source of recruitment signifies the hiring of those employees who have
never been associated with the organization before. The organization needs to include
new and fresh talent to become successful and to survive in the competition. Large
organizations mostly depend on external sources of recruitment.

SELECTING HUMAN RESOURCES

It’s carried from the screen applicant during the recruitment process. HR will eliminate
the applicant that not meets the criteria for the position. But different organization adopts
different approaches and techniques for their prospect employees and how they select the
best candidate that fit in the organization.

As a human resource they choose the best candidate for a job and avoiding legal
complications means selecting in hiring criteria carefully.
In carefully selection it avoids the expensive and time-consuming task of having to
replace a candidate who received the job without an evaluation based on solid criteria.
Instead of making decisions based on subjective evaluations, they verified objective
qualities of the candidates.

People with higher level skills are less likely to be unemployed, partly because their
higher-level skills allow them to do a range of jobs. And with new jobs being developed
all the time, a higher level qualification will put you in a stronger position.

Maintaining good attendance throughout the year was a previous performance.

They are considerate of their coworkers' time by arriving on time for team meetings.
Arrived on time to workplace meetings and training sessions on a regular basis.
Experience-relevant experience is past work experience that is relevant to the job you're
targeting in terms of the skills or knowledge required. Relevant experience is highly
sought after by employers and often a requirement found on job postings, so it's
important to highlight on your resume and cover letter.

In short the Past performance is how well you performed, while relevant
experience is the type of work you performed.

Workplace appearance is important because its wardrobe gives others an impression of

your professionalism. There are many different physical characteristics that distinguish
people such as height, weight, gender, race, hair color, tattoos, piercing, etc. And
although there are laws put in place to protect employees from overt discrimination,
workers are often judged based on these physical traits.

There have tests the abilities like manual dexterity, motor ability and eye-hand
coordination of candidates. These tests are useful to select semiskilled workers and
workers for repetitive operations like packing, watch assembly, quality inspection, etc.
Helps with optimal personnel use by emphasizing differential placement, which entails
assessing an individual's capabilities and matching them to a variety of work
opportunities inside the firm.

The personal qualities are the characteristics that make you who you are. As well as the
knowledge and skills that you are able to bring to your work, Your personal qualities
define how you will go about applying yourself to a role or task

SELECTION METHODS
The selection process refers to the steps involved in choosing someone who has the
right qualifications to fill a current or future job opening.

Process of selection application scrutiny this is the part of criticking your

documentation, questioning about you attach on your document.

Selelection test conation of various test. Aptitude test personality: test interest test:
achievement test:

Aptitude tests will test your ability to perform tasks and react to situations at work. This
includes problem-solving, prioritisation and numerical skills, amongst other things.

Personality tests are used to give the employer an idea of what your personality is like
and the way you work.

Interest test a self-report inventory in which the participant is required to express likes
or dislikes for a range of activities and attitudes. Choose something you're actually
interested in and can talk about with some emotion.

Achievement tests to pick out those applicants who already possess a special skill or
knowledge needed to perform a job. As opposed to aptitude tests, which assess an
applicant's potential, the achievement test determines what the applicant already knows.
Physical examination this is very important to many company or organization needs a
physical examines. There will be a checkup which is required to cross that particular
level. Vital signs such as blood pressure, heart rate, and temperature. Abdomen health
to determine liver, bowel, and other organ functionality. Skin appearance to determine
if there are signs or symptoms of other underlying illnesses.

The final choice is made based on the application's completion of all procedure steps,
and all herders are considered final candidates. Hiring managers are the decision-
makers; they have the final say as to who gets hired and who gets rejected. In this which
proves that the applicant has qualified in all the rounds of the selection process and will
be issued an appointment letter.

Recruitment and Selection is extremely important in Human Resource

Management as it ensures that employees who wish to enter into the organization are a
perfect fit for the business, whilst further displaying the professionalism of the entire
organization at the very first moments a prospective employee wishes to onboard.