TM 507

ADVANCED HUMAN
RESOURCE MANAGEMENT

By: Jan Christopher Fuertes and

Maria Kristina Austria
RATIONALE
The Recruitment is used to process of identifying,
attracting, interviewing, selecting, hiring and
onboarding employees. By creating sets of criteria
based on Job Description.
 OBJECTIVES
 To know and understand the significance of
Recruitment.
 To produce a basic understanding in Recruitment.

 To give awareness on how Recruitment works and how

to execute the recruitment plan.
 SCOPES
 The presentation will focus on explaining how the
recruitment works and its benefits.

 It will deliver understanding on recruitment and give

some examples.
 To give awareness on how recruitment works and how to
properly plan one.
METHODOLOGY

 To form a better comprehensive understanding of

recruitment. The presenter used descriptive-qualitative
method for gathering of data.
 RECRUITMENT
01 RECRUITMENT CONSTRAINTS AND CHALLENGES
02 INTERNAL RECRUITMENT CHANNELS
03 EXTERNAL RECRUITMENT CHANNELS
04 JOB APPLICATION BLANKS
 01 • Most common recruiting challenges
includes attracting the right candidates ,
engaging qualified candidates , hiring
quickly, using data -driven recrui tment,
RECRUITEM ENT building a strong employer brand,
CONSTRAINTS AND
CHALLENGES ensuring a good candidate experience,
recruiting fairly, and creating an ef ficient
recruiting process .
EQUAL EMPLOYMENT OPPORTUNITY (EEO)
• Refers to the principle that maintains equal
accessibility of the chances for employment through
merit . The acquisition of these opportunities should
be free of harassment and discrimination within the
employment area .
01

RECRUITEMENT
CONSTRAINTS AND
CHALLENGES
 RECRUITER HABITS
A good r ecruit er should have good communication skills and
patienc e . Good c ommunic ation skills hel p the r ec ruit er dispense
information effec tively t o avoid misunderstandings .

7 HABITS THAT MAKE HIGHLY SUCCESSFULL RECRUITERS

• B EING RES PONSIVE
• ABILITY LTO
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• TECHNOLOGICAL M OBILITY
• S TRONG COMMUNICATION RECRUITEMENT
• K EEPING THE B ES T CANDIDATES ENGAGED CONSTRAINTS AND
CHALLENGES
ENVIRONMENTAL FACTORS
• These external factors can be broadly
categorized as the social and cultural,
technological, economic, political, and legal
environments . While these external
influences
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HRM, they often require action

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RECRUITEMENT
CONSTRAINTS AND
CHALLENGES
 JOB REQUIREMENTS
- This are the skills, experiences and qualities an employer deems necessary
for a candidate to be considered for a role. It is also called prerequisites or
qualifications are an important part of any job description and can't be
overlooked by either the employer or prospective employee.

HR COST 01
- Are those associated with recruiting, hiring, training, and
retaining employees. They can also include the costs of
employee benefits programs and other compensation-related
expenses. RECRUITEMENT
CONSTRAINTS AND
CHALLENGES
INCENTIVES
- A type of wage or salary payment that is made to employees
in addition to their normal wages or salaries. It is designed to
motivate employees to work harder or to achieve specific goals.
It can take the form of individual bonuses, group bonuses, or
profit sharing payments.

01
ORGANIZATIONAL POLICIES
- Set of rules, responsibilities, processes and timelines that
govern the behavior of various entities connected with an
RECRUITEMENT
organization like the employees, management, partners,
CONSTRAINTS AND
suppliers, etc. CHALLENGES
4 TYPE OF ORGANIZATIONAL POLICIES
COMPENSATION POLICIES
- Is a set of principles, guidelines and strategies established by
a company or organization to determine how it will remunerate
its employees based on their work, skills, experience and
contribution to the company.

EMPLOYMENT STATUS POLICIES 01

- Defines a current or former employee's relationship with the
organization they work for. An individual's employment status
usually reveals important information about how the relationship
RECRUITEMENT
functions, including how much time the individual works each
CONSTRAINTS AND
week and whether the employer withholds income taxes. CHALLENGES
4 TYPE OF ORGANIZATIONAL POLICIES
INTERNATIONAL HIRING POLICIES
- Provides guidelines for hiring employees globally. It details
different staffing approaches like ethnocentric, polycentric, and
geocentric, outlines the recruitment process, and addresses
legal considerations for international hires.

01
PROMOTE FROM WITHIN POLICIES
- Employees appreciate opportunities for advancement and the
potential for growth. If your employees know there is a potential RECRUITEMENT
career path within the organization, you are less likely to lose CONSTRAINTS AND
promising staff to another organization. CHALLENGES
 02
• the process of hiring someone from within your
existing business structure to fill a vacant position
for your company. Some of the main types of
INTERNAL internal recruitment include: Promotions. Transfers.
RECRUITMENT
CHANNELS Employee referrals.
 JOB POSTING PROGRAM
• is an official advertisement of job openings published for job
seekers. It is kind of a written announcement to inform
candidates about available job opportunities. A job posting
included details about the position such as company detail, job
roles, and responsibilities.
02

INTERNAL
RECRUITMENT
CHANNELS
 DEPARTING EMPLOYEES
• Means those Offered Employees who accept the offer of
employment made to them by the Purchaser prior to the
Closing Date and who either terminate their employment with
the Purchaser or have their employment terminated by the
Purchaser prior to the expiry of the six (6) month period
02

INTERNAL
RECRUITMENT
CHANNELS
 03
• Is the assessment of an available pool of job
candidates, other than existing staff, to see if
there are any sufficiently skilled or qualified to fill
EXTERNAL
RECRUITMENT and perform existing job vacancies.
CHANNELS
 • WALK-INS AND WRITE-INS
03 • Walk-Ins and Write-Ins Individuals who go to organizations in
person to apply for a job without referral or invitation are called
walk-ins. People who submit unsolicited resumes to organizations
are known as write-ins.

EXTERNAL
RECRUITMENT
• EMPLOYEE REFERRALS
CHANNELS • A program through which employees can refer the people in their
networks, such as friends or family, for open positions in their
organization. Referrals are valuable. Many programs include some
kind of incentive to motivate employees to refer more and more
people.
 • ADVERTISING
03 • An announcement that informs people that a certain job position is
available. It is written in an engaging tone and it contains
information not only about the job position, but also about your
company and the benefits you offer.

EXTERNAL
RECRUITMENT
• STATE EMPLOYMENT SECURITY AGENCIES
CHANNELS
• A governmental organization that conducts intelligence activities
for the internal security of a nation. They are the domestic cousins
of foreign intelligence agencies, and typically conduct
counterintelligence to thwart other countries' foreign intelligence
efforts.
 • PRIVATE PLACEMENT AGENCIES
03 • Any person or entity engaged in the recruitment and
placement of workers for a fee which is charged directly
against the workers or employers, or both.

EXTERNAL
RECRUITMENT
• PROFESSIONAL SEARCH FIRMS
CHANNELS
• A professional services firm that helps organizations find and
hire senior-level executives. The firm typically works with
organizations on a retainer basis, and uses a variety of search
methods to identify and attract potential candidates.
 • EDUCATIONAL INSTITUTION
03 • A place where people of different ages gain an education, including
preschools, childcare, primary-elementary schools, secondary-
high schools, and universities. They provide a large variety of
learning environments and learning spaces.

EXTERNAL
RECRUITMENT
• PROFESSIONAL ASSOCIATION
CHANNELS
• Is a group that usually seeks to further a particular profession,
the interests of individuals and organizations engaged in that
profession, and the public interest.
 • LABOR ORGANIZATIONS
03 • Any union or association of employees which exists in whole or
in part for the purpose of collective bargaining or of dealing
with employers concerning terms and conditions of
employment.

EXTERNAL
RECRUITMENT
• MILITARY OPERATIONS
CHANNELS
• Is a crucial role assisting your fellow Soldiers progress in their
Army careers, providing promotion and future training
information.
 • GOVERNMENT FUNDED AND
03 COMMUNITY TRAINING PROGRAM
• Primarily addressed to the poor and marginal groups, those
who cannot access, or are not accessible by formal training
provisions.

EXTERNAL
RECRUITMENT
• TEMPORARY HELP AGENCIES
CHANNELS
• A firm that connects businesses to workers for temporary or
contract work. A temp agency charges businesses for the
workers it finds to fill roles, and the workers are employed by
the temp agency.
 03 • LEASED EMPLOYEES
• is an arrangement between a business and a staffing firm, who
supplies workers on a project-specific or temporary basis.
These employees work for the client business, but the leasing
agency pays their salaries and handles all of the HR
EXTERNAL administration associated with their employment.
RECRUITMENT
CHANNELS
• OPEN HOUSE
• The company invites candidates to stop by their location
during a designated time frame that might encompass several
hours.
 03
• INTERNATIONAL RECRUITING
• The process of identifying, attracting, interviewing, selecting,
hiring and onboarding employees from across the world. In
EXTERNAL
RECRUITMENT other words, it involves everything from the identification of a
CHANNELS
staffing need to filling it.
 04
• The commonest device for getting information
from a prospective candidate. Almost all
organizations require job seekers to fill up an
JOB APPLICATION application. This serves as a personal record of
BLANKS
the candidate bearing personal history profile,
detailed personal activities, skills and
accomplishments.
 • PERSONAL DATA
04 • Someone who can be identified, directly or indirectly, by an
'identifier' such as their name or an identification number. It
includes online data, such as HR records about sickness
absence, performance appraisals and recruitment notes.
EXTERNAL
RECRUITMENT • EMPLOYMENT STATUS
CHANNELS
• Refers to the rights and protections that employees are
entitled to at work. The employment status determines the
responsibilities that an employer owes to the employee.
Whenever an employer hires new personnel, it is up to them to
decide what type of employment status they are hiring under.
 • EDUCATION AND SKILLS
04 • Skills encompass practical abilities acquired through training
and practice, enabling individuals to perform specific tasks
efficiently.

EXTERNAL
RECRUITMENT • WORK HISTORY
CHANNELS
• A list of all the places an employee has worked during their
career. This can include full-time, part-time, freelance, and
temporary positions.
 • MILITARY BACKGROUND
04 • An essential part of the military's recruitment and retention
process. It is designed to ensure that qualified and trustworthy
individuals are serving in the armed forces.

EXTERNAL
RECRUITMENT • MEMBERSHIP AWARDS AND HOBBIES
CHANNELS
• Important tools that can be used to motivate employees and
improve their performance.
 • REFERENCES
04
• Used to obtain additional information about candidates from
third parties, such as former employers, lecturers or colleagues.

EXTERNAL
RECRUITMENT • SIGNATURE LINE
CHANNELS
• Is a way to branding oneself and one's company in every email sent. It
should be designed to give the recipient all the information they need
to contact the sender.
THANK YOU FOR
LISTENING!