Recruitment & Selection
working in the organization. It saves a lot of cost.
Recruitment
is the process of generating a pool of capable people
to apply for employment in an organization.
Selection
is the process by which managers and others use
specific instruments to choose from a pool of applicants a
person or persons most likely to succeed in the job(s), given
management goals and legal requirements.
PURPOSE & IMPORTANCE
The basic purpose of recruitments is to create a
talent pool of candidates to enable the selection of best
candidates for the organization, by attracting more and more
employees to apply in the organization.
Attract highly qualified and competent people for a role in a
short period.
RECRUITMENT PROCESS: Stage 1 – Planning
Planning involves the translation of likely job vacancies and
information about the nature of these jobs into a set of
objectives or targets that specify:
a) Number and
b) type of applicants to be contacted
INTERNAL RECRUITMENT
Promotions
 Promotion refers to upgrading the cadre of the
employees by evaluating their performance in the
organization. It is the process of shifting an employee
from a lower position to a higher position with more
responsibilities, remuneration, facilities, and status.
Transfers
 Transfer refers to the process of interchanging from
one job to another without any change in the rank
and responsibilities.
Recruiting Former Employees
 Recruiting former employees is a process of internal
sources of recruitment, wherein the ex-employees
are called back depending upon the requirement of
the position. This process is cost-effective and saves
plenty of time.
Internal Advertisements (Job Posting)
 Internal Advertisements is a process of
posting/advertising jobs within the organization. It
provides equal opportunities to all the employees
Employee Referrals
 Employee referrals is an effective way of sourcing the
right candidates at a low cost. In this process, the
present employees can refer their friends and
relatives for filling up the vacant positions.
 BENEFITS:
 Less costly
RECRUITMENT PROCESS: Stage 2-Strategy Development
EXTERNAL RECRUITMENT (Channels are greater in
number)
Direct Recruitment
 Direct recruitment refers to the external source of
recruitment where the recruitment of qualified
candidates are done by placing a notice of vacancy
on the notice board in the organization.
Employment Exchanges
 Employment exchange is a government entity, where
the details of the job seekers are stored and given to
the employers for filling the vacant positions.
Employment Agencies
 Employment agencies are a good external source of
recruitment. Employment agencies are run by
various sectors like private, public, or government
Advertisements
 Advertisements are the most popular and very much
preferred source of external source of recruitment
Professional Associations
 There are many professional associations that act as
a bridge between the organizations and the
jobseekers, however, they specialize in sourcing mid-
level and top-level resources.
Campus Recruitment
 Campus recruitment is an external source of
recruitment, where educational institutions such as
colleges and universities offer opportunities for
hiring students
Word of Mouth Advertising
 Word of mouth is an intangible way of sourcing
candidates for filling up the vacant positions.
RECRUITMENT PROCESS: Stage 3 - Searching

Once a recruitment plan and strategy are worked out, the
search process begins.
Source Activation: First an employee requisition is issued by
the verification of line managers. If sources and search
methods are well planned and executed, then it results in a
flood of applications/resumes. Applications must be screened.
Those who have qualified must be contacted for an
interview/(OR Regret letter)
RECRUITMENT PROCESS: Stage 4- Screening
Screening is an integral part of the recruitment
process, though some regard it as the first stage of the
selection process. (Selection process will start after
applications have been scrutinized and short listed)
Purpose: To remove from the recruitment process those
candidates who are visibly unqualified for the job, at an early
stage. Effective screening can save a lot of time and cost.
RECRUITMENT PROCESS: Stage 5 - Evaluation & Control
•Necessary as considerable costs are incurred in recruitment.
•Salaries for recruiters
•Cost of advertisement or recruitment methods (agency fees)
•Recruitment overheads and admin expenses
What are the main sources of employment law?
The Labour Code of the Philippines ("Labour Code")
is the primary source of employment law. The Constitution
provides guidance and is supplemented by numerous
employment-related legislations, decisions/rulings by the
Philippine Supreme Court, and the administrative issuances of
the Department of Labour and Employment ("DOLE").
What is legal consideration in recruitment and selection?
The first and foremost, consideration is
discrimination. That is, factors such as race, religion, gender,
sexual orientation and age should not be taken into selection
criteria. Instead, employers need to focus on potential
employees' ability to complete the job and give a chance to all
possible applicants to apply.
Anti-Age Discrimination in Employment Act (Republic Act No.
10911)
The Anti-Age Discrimination in Employment Act
(Republic Act No. 10911) specifically prohibits requiring the
declaration of age or birth date during the application
process.
The State shall promote equal opportunities in
employment for everyone. To this end, it shall be the policy of
the State to: (a) Promote employment of individuals on the
basis of their abilities, knowledge, skills and qualifications
rather than their age. (b) Prohibit arbitrary age limitations in
employment.
Data Privacy Act (Republic Act No. 10173)
The implementing rules of the Data Privacy Act
(Republic Act No. 10173) also provide that the applicant or
data subject has a right to be informed if personal data is
being collected for purposes of profiling, or for other forms of
data processing.
The Philippine HIV and AIDS Policy Act
The Philippine HIV and AIDS Policy Act prohibits the
rejection of a job application solely or partially on the basis of
actual, perceived, or suspected HIV status.
Access to personal data relating to an employee's hepatitis B
status is bound by the rules of confidentiality and is strictly
limited to medical personnel or if legally required (DOLE
Department Advisory No. 05-10).
Magna Carta for Persons with Disability
Discrimination under the Magna Carta for Persons
with Disability includes using qualification standards,
employment tests or other selection criteria that screen out
or tend to screen out a disabled person unless such standards,
tests or other selection cr shown to be job-related for the
position in question an 18-19/26 consistent with business
necessity.
Drug-Free Workplace Policies and Programs for the Private
Sector (DOLE Department Order No. 053-03)
There are no restrictions against drug and alcohol
testing, and there is no law prohibiting an employer from
refusing to hire an applicant who refuses to submit to a test.
However, the DOLE has issued the Guidelines for the
Implementation of a Drug-Free Workplace Policies and
Programs for the Private Sector (DOLE Department Order No.
053-03), which states that only drug-testing centres
accredited by the Department of Health shall be utilised for
drug testing.
Must there be a written employment contract?
Generally, the law does not require an employment
contract to be reduced into writing, but specific laws may
require the same.
The contract must include the duties and
responsibilities of thedomestic worker, the period of
employment, the agreed compensation and authorised
deductions, among others. Elimination of the Worst Forms of
Child Labour (DOLE Department Order No. 065-04)

Child Labour
Public entertainment or information under
Department Order No. 65-04 is defined as "Artistic, literary,
and cultural performances for television show, radio program,
cinema or film, theater, commercial advertisement, public
relations activities or campaigns, print materials, internet and
other media"
RA 9231 limits children's work time to not more than
four hours in any given day and not more than 20 hours a
week. The working child is not allowed to work between
8:00pm and 6:00am of the following day.
Probationary period
The Labor Code provides that probationary
employment shall not exceed six months from the date the
employee started working unless it is covered by an
apprenticeship agreement stipulating a longer period. It also
provides that, when the employer is in public entertainment
or information, they shall submit to the DOLE regional office a
written employment contract concluded between the
employer and the child's parents or guardian, and approved
by the Department.)
Internal factors influencing HR planning
 The firm's strategic plan will include a workforce
assessment in terms of numbers and skills.
 As firms grow, they are likely to recruit more
employees, although there may be substitution of
labour through automation.
 Changes to the nature of the firm's operations will
affect the types and skill levels of its workforce, -e.g.
new international operations.
 Increasing or falling profitability will affect the level
of the required workforce and terms and conditions.
 New management may lead to higher staff turnover.
External factors influencing HR planning
Demographic change influences the supply of labour.
Demography is the study of the size. growth, age and
geographical distribution of human populations, e.g.
 increases in the world population
 changes in birth and death rates
 increasing migration
 ageing populations
2. Socio-cultural trends are closely related to demographic
changes.
3. Technological change has impacted on the required
employment skills and the nature of the employment. For
example, new information and communication technologies
(ICT) allow more people to telework (work from home or from
a remote location).
4 Labour mobility
 Occupational mobility (movement between
occupations) is influenced by the level of education
and training.
 Geographical mobility (movement between
locations) is influenced by the attractiveness of
regions interms of environment, climate,
infrastructure, communications and wage rates.
5. The state of the economy has a significant impact related to
the economic cycle. In a recession, wages fall and labour
availability increases. In boom periods, higher wages boost
the number of people willing and able to work.
6. Employment laws and regulations impact on the structure
of a workforce, e.g. laws on maximum working hours.
Final match: employment contracts, job offers, orientation,
and socialization.
Which step in the staffing process in which involves evaluating
and choosing among job candidates?
Selection
The purpose of this selection process is to determine
whether a candidate is suitable for employment in the
organization or not. Therefore, the main aim of the process of
selection is selecting the right candidates to fill various
positions in the organization.
What Is an Employment Contract?
An employment contract is an agreement that covers
the working relationship between a company and employees.
It allows both parties to clearly understand their obligations
and the terms of employment.
an employment contract can include:
Salary or wage
 Contracts will itemize the salary, wage, or
commission that has been agreed upon.
Schedule
 In some cases, an employment contract will include
the days and hours an employee is expected to work.
Duration of employment
 An employment contract will specify the length of
time the employee agrees to work for the company.
 In some cases, this might be an ongoing period of
time. In other cases, it might be an agreement set for
a specific duration. At other times a minimum
duration is laid out, with the possibility of extending
that period.
General Responsibilities
 Contracts can list the various duties and tasks a
worker will be expected to fulfill while employed.
More specifically, an employment contract can include:
Confidentiality
 Although you may have to sign a separate non-
disclosure agreement, some contracts include a
statement about confidentiality.
Communications
Legally binding
 There are consequences for breaking the terms of
the agreement.
Can only be changed through renegotiation
 Both sides must agree to any changes to the original
agreement.
Blue-Collar Workers
The term blue-collar worker refers to individuals who
engage in hard manual labor, typically in the agriculture,
manufacturing, construction, mining, or maintenance sectors.
Some of the most common blue-collar jobs include
welders, electricians, and construction workers. Some may be
more specialized, such as power plant operators, power
distributors, and nuclear power plant operators.

 If an employee's role involves handling social media, White-Collar Workers

websites, or email, a contract might state that the
White-collar workers are often found in office
company retains ownership and control of all
settings. Their jobs may involve working at a desk in clerical,
communications. Benefits: A contract should lay out
administrative, or management settings. Unlike blue-collar
all promised benefits, including (but not limited to):
workers, white-collar workers don't have physically taxing
health insurance, 401k, vacation time, and any other
jobs.
perks that are part of the employment.
The following are examples of white-collar workers:
Alternate names
An administrative assistant in an office
 Contract of employment, employment agreement
 A data entry clerk
Pros and Cons of an Employment Contract  The manager of a marketing department

Pros Explained Job offers

Clearly defines duties and benefits
 There's no wondering what responsibilities are
included in the job, or what the pay or benefits are,
because they are spelled out in the contract.
Protects each party
Generally, a job offer letter (or "employment letter")
is less detailed than a contract. The letter includes
information about: your pay and deductions from your pay.
your job duties. conditions of employment, such as hours of
work.

 Both employer and employee are covered under the

agreement.

Provides stability

 With a contract in place, both the worker and the

company know what to expect for the foreseeable
future.

Cons Explained

Limits flexibility

 Once the employee is hired under the contract, they

can't just leave if they feel like it, and the employer
can't just let them go if they decide they don't need
them anymore.

Work Orientation
Common activities taking place during the job
orientation include office/workplace tour, introducing
colleagues an company presentation, introduction of
company policies regulations, and more. It is also a time for
the new hire to sign employment paperwork like tax and
payroll forms.
Nowadays, success at work depends on the ability to
network effectively with a large amount of information and
available resources. Obtaining information and contacts
proves invaluable for future work and other processes.
Socializing with others also boosts personal networks. "80% of
professionals believe that career success can be elevated
through professional networking."

Socialization at work

The main benefits of the socialization process in the

workplace:

 Increased efficiency and a more adept work team.

 Honesty.
 Inspiring collaboration.
 A healthier lifestyle.
 Networking.

Increased efficiency and a more adept work team.

When the team becomes united and establishes

good contact and communication between employees, the
company succeeds. Focusing on the efficiency of
communications enables employees to work together with a
good understanding and move towards specific goals.

Honesty.

An essential factor in resolving problems, disputes,

and uncertainties. Colleagues that develop informal
relationships with each other feel free to communicate with
each more openly while entirely formal relationships can
hinder openness between employees.mHonesty forms
relationships with respect, and encourages more extended
dialogues and collaboration.

Inspiring collaboration.

As a result of successful socialization, employees

make more contacts that promote higher impact work
performance. Closer cooperation, socialization, and
communication establish natural collaboration.

A healthier lifestyle.

Socializing increases positive emotions and the joy of

working. Studies show that employees who socialize more
lead to better morality within the workplace, which, as a
result, leads to better health for those coworkers.
Relationships and friendships make work environments more
enjoyable while still maintaining productivity.

Networking.