Recruitment Method and Job Description

(Human Resource Management - Written Report)

BAC 215 - Human Resource Management

Professor Shirly D. Cusay-Yu
BS Entrepreneurship - 22

Capio, Ma. Cristina B.

Corpuz, Mitchel Angelei P.

Hernandez, Jhennyrose G.

Lazaro, Nadine O.

Lo, Imee Rachel Ann S.

Miranda, Jackylyn L
.
Oriel, Albert Nhowel

Palconit, Trisha Nicole P.

Reyes, Dollie Rose G.

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I. Executive Summary

This comprehensive report explores the strategic use of social media and
company websites as effective recruitment methods, emphasizing their
positive impact on attracting potential candidates. Platforms like Facebook,
LinkedIn, and Twitter, alongside organizational websites, prove crucial for
promoting job opportunities and fostering a strong company culture, offering
advantages such as time efficiency, cost reduction, and broader reach.
However, these methods also present challenges related to security, data
privacy, and the potential attraction of unqualified candidates. The report
further provides a detailed job description for an HR assistant, outlining key
responsibilities and required skills. Beyond managing employee records, the
HR assistant plays a pivotal role in recruitment, conflict resolution, and
ensuring compliance with relevant regulations. The outlined requirements
include proven experience, computer proficiency, knowledge of labor laws, and
excellent organizational skills. In conclusion, while leveraging social media
and company websites for recruitment is a potent strategy, careful
consideration of potential drawbacks is essential. The accompanying job
description sheds light on the multifaceted role of an HR assistant,
underscoring the skills and experience crucial for success in this position, and
highlights the need for thoughtful navigation of both positive and negative
consequences for the organization's benefit.

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 Table of Contents

I. Executive Summary …………….…………………………………………..……… Pg.2

II. Introduction ……………………………………………………………………..…….Pg.4

III. Body ……………………………………………………………………….……… Pg.5 –Pg.7

IV. Conclusion …………………………………………………………………..…….….Pg.8

V. Reference ……………………………………………………..………………………….Pg.9

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II. Introduction

Recruitment through social media and company websites leverages

online platforms to attract and engage potential candidates. This method
utilizes the reach of social networks and the accessibility of company websites
to showcase job opportunities, and company culture, and facilitate the
application process. Through strategically crafted posts, companies can
showcase job openings, highlight their organizational culture, and engage
with a diverse audience. However, there are a variety of positive and negative
implications of using social media and company websites for recruitment that
must be considered in order to preserve the outstanding standards of the
business. We also include the Job description of an HR assistant in this written
report, It is mainly about the responsibilities and capabilities an HR assistant
must possess. HR assistants play a crucial role in facilitating communication
between the employee and the company.

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III. Body

Social media and company websites play a vital role in the growth of any
organization by promoting its products and services and creating brand
awareness. Platforms such as Facebook, LinkedIn, and Twitter are not only
used for marketing, but also for recruitment purposes. The company website
provides detailed information about the organization's goals, mission, and
vision. Recruiting through social media can be an effective strategy for hiring
top talent. It has its benefits and challenges. The advantages of using social
media and company websites as a recruitment method includes time efficiency
that helps speed up the search for employees who are fit to the available
position. Building deeper connections, Social Media is not only used for
recruiting, It can also help in attracting potential employees who are suitable
to the values and culture of the company. Using Social Media or Company
Website as your recruitment method can also reduce the costs by eliminating
the need for paper prints like posters and flyers because this method only
focuses on the Social Media platforms. Furthermore, these platforms can be
used to market the employer brand and deliver internal communications
effectively. However, the use of social media and company websites also has
certain disadvantages. Security concerns on these platforms make them
vulnerable to hacks, viruses, and privacy breaches. Another concern is GDPR
and data security. Recruiting through social media raises privacy concerns,
particularly with regards to data security and potential lawsuits from
applicants who feel they have been discriminated against. Some of the
applicants who failed assume that the reason for their rejection is because of
the information they gave that may involve race, gender, religion or any type
of discrimination subject. Lastly, posting job openings on social media can
attract unqualified candidates, leading to wasted time and resources. Social
media has a wide range and it can reach a lot of audiences that can be potential
employees but It can also reach those who are not fit to the job and to the
organization.

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 Application Period: 11/11/23 through 11/30/23
Department: The Career Caterers
Location: Manila, Philippines
Salary: ₱19,000
Job Status: Full-Time

Job Description:
HR assistants assist with hiring and payroll procedures, manage employee records, and perform a
variety of administrative tasks. They also handle a wide range of support functions within the HR
department, such as scheduling meetings, updating our employee database, and submitting job
advertisements.

Key Responsibilities include:

● Organize and manage employee records

● Assists in the recruitment process
● Addressing employee questions or concerns related to HR policies during onboarding
● Assist in resolving employee conflicts
● Coordinate employee recognition activities
● Schedule training sessions
● Maintaining employee training records
● Assist in the logistics of training programs
● Assisting employees with benefits enrollment
● Ensure compliance with benefits regulations
● Assist in the collection, organization, and analysis of HR data like employee demographics,
turnover rates, and training KPIs to generate HR report
● Ensure employee data is handled and protected under applicable compliance laws.

Requirements – Abilities, Skills and Knowledge

● Proven experience as an HR Assistant, Staff Assistant or relevant human

resources/administrative position
● Fast computer typing skills (MS Office, in particular)
● Hands-on experience with an HRIS or HRMS
● Familiarity with ATS software and resume databases
● Basic knowledge of labor laws
● Excellent organizational skills
● Strong communications skills
● Degree in Human Resources or related field

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 The job description that we made describes the responsibilities and the
skills needed to the occupational title we chose, which is an HR assistant that
supports the executives level staff and plays out various tasks. The essential
obligation of a HR assistant is to gather and deal with all information relating
to a business' employees, however they are likewise engaged with the
selecting, recruiting, and training of new workers. For the job description of
HR assistant it entails the following, the key responsibilities of it such as;
organization and managing employees record, assisting in recruitment
process, addressing the employees concerns about HR policies during
onboarding, scheduling training session, Maintaining compliance related
documentation, staying updated in changes on employments law and many
more that is related to the HR department because an HR assistant are those
who assist the HR manager. In addition, if an hr assistant has responsibilities,
of course he/she needs sufficient skills, abilities and knowledge for this
position that will serve as requirements. Among the requirements that are
needed are the Proven experience as an HR Assistant, Staff Assistant or
relevant human resources/administrative position. Fast computer typing skills
MS Office, in particular, basic knowledge of labor laws. Excellent
organizational skills and Degree in Human Resources or related field.

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IV. Conclusion

The Social media has become an essential part of all aspects of corporate
operations, from branding to product marketing to customer service.
Recruitment is no exception, although HR departments are not typically
encouraged or taught to use social media platforms. Many firms still publish
job openings on employment boards such as LinkedIn without promoting
available positions on social media or individually engaging with qualified
individuals. Using the power of social media to promote and recruit can be
disadvantageous, making the company vulnerable to hacks, viruses, and
privacy breaches. However, HR and recruitment teams may both gain from and
improve brand value with a targeted social media approach. Recruitment
teams should learn from and work in tandem with the marketing department
or outside branding agency to optimize synergy. Teams in charge of marketing
and communications are also knowledgeable about current trends and best
practices, making them a valuable resource for recruiters looking to get into
the social media game.

Creating and organizing the job description is a fundamental part of the

recruitment process which can provide numerous effects in finding the right
person for the right job. The job description provides a positive impact on the
organization and the employees themselves only if it is well-written. A perfect
job description can precisely indicate not only the organization’s expectation
from a possible employee but also help the employer describe the necessary
skills and qualifications for the job.

It summarizes the overall qualifications, requirements, and information that

an employee needs. Meaning, that it gives the exact things such as the training,
education level, and skills, just like what we created in this report. It can tell
how critical the job is and identifies the characteristics needed by the new
employee who would try to fit into the role. The success of an organization
often comes in the little details like creating a well-written job description. As
it can potentially filter out employees who can positively increase the overall
improvement of the company by hiring, evaluating, and even possibly
terminating them. It can also assist in establishing mutual understanding as
there are far too many instances where there are misunderstandings about
what a role involves

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V. References
● https://resources.workable.com/hr-assistant-job-description

● https://www.aihr.com/blog/human-resources-assistant/#:~:text=HR

● 20assistants%20are%20responsible%20for,Employee%20records%20a
nd%20documentation