John Laurence V.

Mansueto 12/20/22
RECRUITMENT AND SELECTION
1. Explain the difference between: Underqualified, Qualified, Overqualified and Disqualified.
Qualified – meets the qualifications and has found employment.
Over-Qualified – fulfills the criteria and qualities needed.
Disqualified – passes the specifications but failed their interview
Underqualified – does not clearly fulfill the requirements.
2. Enumerate the decision makers in the recruitment process and explain their involvement.
Human Resource Professionals – They are very important in the administration and
development of the preference system.
Managers – They play a big part in the administration and creation of the selecting process.
Employees – Usually, they are not taken into consideration when making decisions. This habit is
progressively evolving. They are the techniques that can be used in team evaluations.
3. In employment contracts, enumerate three basic elements required for a contract to be legally
binding and enforceable.
Offer – Several of the parties have chosen to carry out or forbid doing a specific activity in the
future.
Consideration – the guarantee that something valuable will be obtained in return for the
indicated action or inaction.
Acceptance – Without the need for a question, the deal was approved.
4. Distinguish Single Predictor from Multiple Predictor. Explain their respective advantages and
disadvantages.
Single Predictor – use a single selection method to improve the calculation of the score. The
outcomes of the total analysis give one indicator.
Multiple Predictors – It seems that there are choices for merging the outcome.
SINGLE PREDICTOR MULTIPLE PREDICTOR
Disadvantage: Benefit increases when the Disadvantage: There's no way to compensate
selection procedure uses more reliable for a lack of expertise in specific abilities and
predictions. Companies rarely have any extra skills; for example, a firefighter needs
credibility when choosing a candidate solely the specific level of strength with which
on a single quality. knowledge might compete.
 Advantage: It enables easy processing Advantage: It acknowledges that individuals
are blessed with a wide range of abilities and
that a variety of skills can help one land a
good job.

5. Who are the parties of the employment contract?

Only the employer and the employee are participants toward an employment contract.
6. Identify the 2 forms of contract. Identify which among them is encouraged by law and which
is discouraged by law.
Contracts: Written vs. Oral:
A written contract provides that each of the rules of your deal are set forth in paper. The parties
have a written contract they may turn to to mend their connection in the case of a
disagreement.7. Name the 4 sources of employment contract.
Labor Code, Constitution, Special Laws, Employee Handbook
8. Define Job Offer.
Provide information on the employee's employment, such as the reporting owner's name and job
title, along with salary, benefits, and other duties. The intended start date, the preferred work
schedule, and other facts that are crucial for the potential employee to be aware of may also be
included in the offer letter.
9. Explain the strategic approach to Job Offers.
The proposals that the company "puts together" for applicants include a significant amount of
discretion. instead of the hurriedly written job offers that are frequently submitted in the rush to
hire and the necessity to fill the vacancy promptly.
10. Identify at least 5 contents of job offer. Explain each of its significance.
Starting Date – enables the offer recipient to provide their existing employer at least one
month's notice of their intention to resign.
Compensation – The most noticeable benefit the organization might offer as part of its hiring
strategy.
Starting pay – is the salary you receive during your initial few first or year of employment.
These details may have been covered in the initial job description, at an interview with the
company, or in the employment contract.
Variable pay – It is frequently financed through commissions, incentives, or incentives. The
effectiveness of the worker and the whole performance of the company are the two main factors.
Hiring bonuses – A certain amount of money is a cash benefit that a business extends to a job
applicant.