UNIVERSITY OF CALOOCAN CITY

DEM 404: HUMAN RESOURCE

MANAGEMENT IN EDUCATION

October 23, 30, 2021

DR. SHIRLEY V. SARAGCON CRISELDA G. NACARIO

PROFESSOR DISCUSSANT
RECRUITMENT STRATEGIES
IN PRIVATE SCHOOLS
 1. POST JOB ADS ON NICHE, EDUCATION-SPECIFIC JOB BOARDS

THE MOST POPULAR JOB BOARDS AND PROFESSIONAL NETWORKS,

SUCH AS MONSTER, INDEED AND LINKEDIN, ARE USUALLY GOOD
CANDIDATE SOURCES. BUT IF YOU WANT TO NARROW DOWN
YOUR AUDIENCE AND REACH OUT TO PEOPLE WHO ARE
SPECIFICALLY LOOKING FOR TEACHING JOBS, IT’S BEST TO USE
NICHE TEACHER JOB BOARDS.
 2. REACH OUT TO RECENT GRADUATES

PEOPLE WHO ARE JUST STARTING THEIR TEACHING

CAREER ARE USUALLY EAGER TO GET INTO THE
CLASSROOM. YOU DON’T WANT TO LET THAT
ENTHUSIASM FADE AWAY. CONNECT WITH COLLEGE
CAREER OFFICES AND ALUMNI ORGANIZATIONS TO
BUILD STRONG NETWORKS WITH FUTURE AND RECENT
GRADUATES.
 3. ASK FOR REFERRALS FROM CURRENT OR FORMER
TEACHERS

TEACHERS WHO’VE ALREADY WORKED AT YOUR SCHOOL

ARE FAMILIAR WITH THE PROCEDURES THAT YOU
FOLLOW AND THE VALUES YOU PRIORITIZE. THAT’S WHY
THEY’RE MOST LIKELY TO RECOMMEND FELLOW
TEACHERS WHO WILL FIT WELL IN YOUR CULTURE.
 4. ATTEND TEACHER JOB FAIRS

MEETING JOB SEEKERS IN PERSON CAN BE AN

EFFECTIVE CANDIDATE ATTRACTION TOOL, AS YOU HAVE THE
CHANCE TO ANSWER ALL THEIR QUESTIONS ON THE SPOT WHILE
PROMOTING YOUR SCHOOL. CHECK OUT ANY JOB FAIRS THAT
TAKE PLACE IN YOUR AREA (USUALLY AT THE START OF SUMMER
AND/OR END OF SCHOOL YEAR) AND ASK SOME OF YOUR
TEACHERS TO JOIN SO THEY CAN START BUILDING
RELATIONSHIPS WITH POTENTIAL FUTURE TEACHERS.
 STRATEGIES FOR
IMPROVED
TEACHER
RECRUITMENT AND
RETENTION
1. MAKE IT EASY TO APPLY

BEGIN THE PROCESS BY A SIMPLE ONLINE

FORM, WHICH SHOULD BE MOBILE DEVICE
COMPATIBLE: WE ARE USED TO COMPLETING
FORMS ON OUR PHONES OR IPADS, SO MAKE
SURE THIS INITIAL EXPRESSION OF INTEREST
CAN BE COMPLETED ON ANY DEVICE.
 2. MAKE SURE YOU ACKNOWLEDGE RECEIPT OF
APPLICATION AND OUTLINE NEXT STEPS

AS SOON AS CANDIDATES HAVE SUBMITTED THEIR INITIAL

APPLICATION, SEND AN EMAIL INFORMING THEM OF THE
CLOSING DATE FOR APPLICATIONS AND THE DATE BY WHICH
YOU’LL HAVE NOTIFIED THEM, SHOULD YOU TAKE THEM
FORWARD TO THE NEXT STAGE.
 3. DON’T IGNORE THE CANDIDATE EXPERIENCE

FROM THE MOMENT THE CANDIDATE APPLIES, THEY SHOULD

FEEL LIKE YOU ARE AN EMPLOYER WHO CARES ABOUT HOW
YOU TREAT YOUR STAFF.

YOU SHOULD ALSO ENSURE THERE IS A PHONE NUMBER THAT

CANDIDATES CAN CALL IF THEY WANT TO ASK QUESTIONS. IT
DOESN’T TAKE MUCH EFFORT AND CAN HIGHLIGHT THOSE
WHO ARE TAKING THEIR APPLICATION TO YOU SERIOUSLY.
 4. BE PROACTIVE

PEOPLE LIKE TO BE APPROACHED. THEY

LIKE TO FEEL THAT YOU VALUE THEM
ENOUGH FOR YOU TO BOTHER TO GET IN
TOUCH AND LET THEM KNOW ABOUT A
ROLE COMING UP THAT THEY MIGHT BE
INTERESTED IN. IF DONE POLITELY AND
RESPECTFULLY THERE IS NOTHING
WRONG WITH IT, AND MANY OF YOUR
COMPETITORS ARE PROBABLY DOING IT
ANYWAY WITH YOUR BEST TEACHERS.
DON’T BE CAUGHT OUT.
 5. KNOW YOUR ‘WHY’
KNOW THE SCHOOL’S ‘WHY’? THE SET OF PRINCIPLES, THE VISION
AND MISSION THAT MAKES US GET UP IN THE MORNING AND GO TO
WORK? THAT HAS TO BE COMMUNICATED THROUGH YOUR JOB AD,
YOUR FACEBOOK PAGE, YOUR LINKEDIN PROFILE, AND YOUR TWITTER
FEED (AND IF YOU DON’T HAVE ANY OF THESE THEN YOU NEED THEM,
AND FAST, BECAUSE A WEBSITE ALONE IS NO LONGER ENOUGH).
CANDIDATES ARE FAR MORE LIKELY TO APPLY TO A SCHOOL
THAT BOLDLY OUTLINES ITS VISION AND PROJECTS ITSELF AS A
GREAT PLACE TO LEARN AND TEACH: ALL THE SOCIAL MEDIA
WORK YOU DO IS NOT ONLY FOR PROSPECTIVE STUDENTS,
AFTER ALL.
 6. BE CREATIVE (AND REASONABLE) WITH YOUR INTERVIEW
PROCESS
WHEN INTERVIEWING (WHETHER FACE TO FACE OR THROUGH
SKYPE) AVOID IF YOU CAN THE MORE COMBATIVE, INTERROGATIVE
APPROACH TO INTERVIEWS.

YOU ARE WORKING OUT WHETHER A CANDIDATE IS APPROACHABLE,

CHARISMATIC AND HAS THE SORT OF PERSONALITY THAT WILL GEL
WITH YOUR CHILDREN. YOU AREN’T INTERVIEWING FOR A JOB AS A
FIGHTER PILOT OR INTELLIGENCE OFFICER (EVEN IF BEING A
TEACHER IS PROBABLY MORE STRESSFUL THAN EITHER).
7. MAKE YOUR SCHOOL A GREAT PLACE TO WORK AND PEOPLE WILL
WANT TO WORK THERE

MAKE SURE YOU FOCUS ON WORK-LIFE BALANCE.

OU MAY BE OFFERING A SLIGHTLY SMALLER SALARY THAN A

COMPETITOR, BUT IF YOUR BENEFITS INCLUDE THOUGHTFUL
ADDITIONS THAT SHOW YOU FOCUSING ON TEACHER
WELLBEING, THIS MAY WELL TIP THE BALANCE.
DOCTOR
 DepEd Policies
on Recruitment
DepEd Hiring Guidelines for
Teacher I
Position
(D.O. No. 7 s. 2015)
WHAT ARE THE QUALIFICATION
STANDARDS/MINIMUM
QUALIFICATIONS FOR TEACHER I
POSITION IN ELEMENTARY AND
JHS?
 EDUCATION:
• ELEMENTARY
BACHELOR OF SCIENCE IN ELEMENTARY
EDUCATION OR ANY BACHELOR’S DEGREE
PLUS 18 PROFESSIONAL UNITS IN
EDUCATION
• JHS
BACHELOR OF SCIENCE IN SECONDARY
EDUCATION (WITH APPROPRIATE MAJOR) OR
ANY BACHELOR’S DEGREE PLUS 18
PROFESSIONAL UNITS IN EDUCATION
TRAINING: NONE REQUIRED
EXPERIENCE: NONE REQUIRED
ELIGIBILITY: PBET OR LET
 DepEd Teacher 1 Application
Process and Requirements

1. All applicants shall register to the Department's

online system at application.deped.gov.ph, where
they must encode their Personal Data Sheet and
select the division where they want to be ranked.
Once submitted, an Application Number will be
issued. In the submission of application requirements,
this NUmber should be indicated.
a. Each division shall assign an email address where
the system will forward the applications.

b. Applicants who have aready submitted

requirement prior to the release of these Guidelines
must still register to the online system, after which
they shall submit their Applicant Number to the
division office.
 2. An applicant shall submit to the head of the
elementary or secondary school where a teacher
shortage or vacancy (natural/ or natural) exists, a
written application, with the Applicant Number
indication, supported by the following documents:

a. CSC Form 212 Revised 2017 in 2 copies with the

latest 2x2 ID picture.
b. Certified photocopy of ratings obtained in the
LET/PBET
d. Certified copy of TOR.
e. Copied of service records, performance rating,
and school clearance for those with teaching
experience. If unavailable, the applicant must
submit a justification citing the reason/s for
unavailability.
f. Certificates of specialized training, if any
g. Certified copy of Voter;s ID and/or any proof of
residency as deemed acceptable by the School
Screening Committee.
h. NBI Clearance
i. Omnibus certification of authenticity and
veracity of all documents submitted, signed by
the applicat

3. The applicant assumes full responsibility and

accountability on the validity and authenticity of
the documents submitted, as evidenced by the
Omnibus. Any violation will automatically
disqualify the applicant from the selection
process.