Recruitment

Recruitment is the first phase in

the employment procedure -
development of a pool of
candidates in accordance with a
human resource plan. It covers
determining staffing needs,
meeting the requirements,
publication of vacancies, screening
and appointment.
CSC’s Competency Based
Recruitment and Qualifications
Standards
Sources of Applicants
1. Internal

2. External

• Educational Institutions
• Employment Agencies
• Recommendations of Present Staff
• Walk-in Applicants
• General Public
Factors Affecting Recruitment
The recruitment program of the organization can be
simple or sophisticated depending on the size of the
organization and its availability of funds. The bigger
the organization, the more positions are available and
so the Human Resources Departments has to recruit
applicants not only for existing vacancies and also for
future exigencies as well. Application forms of those
who are hired at once are put in the files for easy
reference. Recruitment needs a lot of funding if the
organization wants to reach out many groups in and
out of the country.
Guidelines and Procedure on
Recruitment
1. Organizational Structure

Approved RAT Plan

(Item No. 2.3.1 of the DBM
Circular Letter No. 2013-5)
Notice of Organization,
Staffing, and Compensation
Action (NOSCA)
1. Organizational Structure

Pursuant to the provisions of the Local

Government Code of 1991, every Local
Government Unit shall design and
implement its own organizational
structure and staffing pattern subject
to the minimum standards and
guidelines prescribed by the Civil Service
Commission.
2. Budgetary Limitations

• NOSCA

• 45%-first to third class provinces,

cities and municipalities
55%-fourth class or lower, or the
total annual income
3. Identify Vacant Positions

• Existing Vacant Positions-with existing

plantilla number
• New Positions -plantilla numbers will be
provided by NOSCA
4. Determine if vacancy should be filled up

Qualification Standards (QS) - statement

of the minimum qualifications for a
position which shall include education,
experience, training, civil service
eligibility, and physical characteristics
and personality traits
required by the job.
4. Determine if vacancy should be filled up

Competency - as a set of observable,

measurable, and vital skills,
knowledge, and attitudes that are
translations of
capabilities deemed essential for
organizational success.
5. Publication of Vacancies

Vacant positions authorized to be filled should be

published and posted in at least 3 conspicuous
places for a period of:
• at least 10 calendar days for national
government agencies, GOCCs, and SUCs
(per Republic Act No. 7041 or An Act Requiring Regular Publication
of Existing Vacant Positions in Government Offices, Appropriating
Funds Therefore, And For Other Purposes)
• at least 15 calendar days for LGUs
(per Republic Act No. 7160 or the Local Government Code of 1991).
Screening and Selection Process
Screening and Selection Process

Screening-formal procedure
done by the Personnel Selection
Board in the evaluation of
candidates for appointment to
vacant positions in the agency
Screening and Selection Process

The main players in the screening of

applicants are the Human Resource
Management Officers (HRMOs),
Human Resource Management
Practitioners, and the Personnel
Selection Board.
Screening and Selection Process
CSC MC No. 04 s. 2005:
a. Follow strictly the process of selection of
employees for appointment in the government
service;
b. Submit a comprehensive evaluation of
report of candidates screened for appointments
so that the appointing authority will be guided in
choosing candidates who can efficiently
discharged the duties and responsibilities of the
position to be filled.
Screening and Selection Process

CSC MC No. 04 s. 2005:

c. Comply with the policy of three-
salary grade limitation on promotion.
d. Check the approved agency System
Ranking Positions (SRP) in identifying the
next-in-rank positions to be considered in
filling up vacant positions;
Screening and Selection Process
CSC MC No. 04 s. 2005:
e. Ensure that the minutes of all
deliberations are properly recorded,
properly filed and maintained, which must
be made accessible to interested parties
upon written requests, and for inspection
and audit by the CSC, if necessary;
Screening and Selection Process
CSC MC No. 04 s. 2005:
f. Thru the HRM unit, make accessible the
following information or documents upon written
requests:
• Screening procedure and criteria for
selection and its amendments;
• Policies relative to personnel actions,
including the gender and development
dimensions of the Merit Selection Plan, and
• Approved agency MSP
Screening and Selection Process

CSC MC No. 04 s. 2005:

g. Notify all applicants assessed by the
PSB of their individual rating on the basis
of education, training, experience,
eligibility and interview, as well as the
outcome of the evaluation of the PSB;
Screening and Selection Process

CSC MC No. 04 s. 2005:

h. Provide information about the
individual rating of a particular applicant
upon the request subject to the approval
of the appointing authority
Screening and Selection Process

Tools used in Screening:

a. Pre-screening
interview -
evaluates
qualification
Screening and Selection Process

Tools used in Screening:

b. Pre-employment
examination
• Ability Tests
• Personality Test
Screening and Selection Process

Tools used in Screening:

c. Interviews
-one-on-one
-panel interview
-structured/unstructured
Screening and Selection Process

Tools used in Screening:

d. Character and background
Investigation
e. Physical and mental Examination
Screening and Selection Process
Screening Process: In focus-DepED for
NEW non-teaching positions
Screening and Selection Process
Screening Process: In focus-DepED for NEW non-
teaching positions
1. Upon Receipt of NOSCA from DBM, the vacancies are
published on conspicuous places (CSC/DepEd
Websites);
2. HRMO/HRMP conducts Pre-orientation for applicants
and Pre-screening of applicants with respect to their
meeting of minimum requirements of the position;
3. The HRMO/HRMP and submits to the PSB the list of
Qualified Applicants;
Screening and Selection Process
Screening Process: In focus-DepED for NEW non-
teaching positions
4. Ranking and Submission of Pertinent Papers
(Actual rate of eligibility and requirements,
Examination, Panel interview);
5. The PSB deliberates list for qualified
applicants;
6. Posting of registry of qualified applicants
(result of ranking)
Screening and Selection Process
Selection- an appointment is being issued
to the most qualified applicant by the hiring
entity as guided by the Omnibus rules on
Appointments and Other Human Resource
Actions which governs the preparation,
submission of, and actions to be taken on
appointments and other human resource
movements.
Screening and Selection Process

An appointment is a document that

gives the selected applicant authority to
discharge the functions of his/her
position.
Screening and Selection Process
Requirements for Approval
• ART. 168 (a) Rule 12 of the IRR LGC- “all
appointments shall be made only according
to merit and fitness to be determined as far
as practicable by competitive
examinations.”
• The appointee meets all the
requirements of the position including the
appropriate Civil Service Eligibility.
Screening and Selection Process
Grounds for Disapproval
• When the appointee does not meet the
qualifications for the position
• Found guilty of a crime
• Dismissed from service for cause, unless
clemency has been granted
• Attempted to practice any deception or
fraud in connection with his appointment
• Issued such appointment in violation of
existing Civil Service Laws, Rules and Regulations
Screening and Selection Process

Nepotic Appointment- Art 168(j) Section 12 of

the IRR LGC. “No person shall be appointed if
he/she is related within the FOURTH CIVIL
DEGREE or affinity to the appointing or
recommending authority”
Nepotism Rule- Covers all kinds of appointments
whether original, promotional, transfer and
reemployment regardless of status including
casuals and contractual except consultants.
Screening and Selection Process
Status of Appointment Note: Services rendered pursuant to
a. Permanent consultancy contract and job orders
are not considered government
b. Temporary services and are not covered by Civil
c. Substitute Service law and rules but are covered
d. Coterminous by COA rules.
e. Contractual
f. Casual
g. Job-Order