“People are not your most important

asset. The right people are.”

– Jim Collins
 let us try to recall our lesson about the definition and Nature of
Staffing
Staffing
is the human resources function of identifying, attracting, hiring, and retaining
people with the necessary qualifications to fill the responsibilities of current and
future jobs in the organization.

There are two component of Staffing:

Recruitment selection

the process of identifying and is choosing who to hire

attracting the people with the
necessary qualifications
 The Process
LESSON 2:

of
Recruiting,
Selecting and
Training
Employees
 staffing process

1. Manpower Planning
2. Recruitment  
3. Selection:
4. Placement:
5. Training:
6. Development
7. Promotion 
8. Transfer
9. Appraisal
10. Determination of Remuneration
 After going through the module, you are expected
to:

1. Differentiate recruitment, selection, and training

2. Enumerate the methods of internal and external
recruitment and their advantages and disadvantages;
steps in hiring employees effectively; types of job
interviews, and training and development
 Definition of terms:

Recruitment- a set of activities designed to attract qualified

applicants for job position vacancies in an organization
Staffing- refers to filling in all organizational job position
Systems approach to staffing- is the step-by-step way of filling
job positions in an organization, considering variables such as
numbers and kinds of human resources needed, open managerial
and non-managerial positions, potential successors to open job
positions, etc
Types of Recruitment
1. External- outside
sources process of locating
potential individuals
2. Internal- filling job
vacancies can be done
through promotions,
“recruitment is within the
organization”.
 01
Advertisemen
t
Methods of 02
External Unsolicited applications
and 03
Internal Internet recruiting
Recruitment
04
Employee referrals
 01
Methods of
Advertisemen
External t
and
Internal
Recruitment

-through websites, newspapers,

trade journals, radio, television,
billboards, posters, and e-mails.
Methods of 02
External Unsolicited applications
and
Internal
- received by employers from
Recruitment
individuals who may or may not be
qualified for the position
Methods of
External
03
and Internet recruiting
Internal
Recruitment - independent job boards on the web are commonly
used by job seekers and recruiters to gather and
disseminate job opening information.
Methods of 04
External
and Employee referrals
Internal
Recruitment

are recommendations from the

organization’s present employees
who usually refer friends and
relatives.
Advantage and Disadvantages
of External and Internal
Recruitment
advantages
1. Reaches many possible
applicants; increases the
possibility of being able to recruit
applicants suited for the job.
3. Employee referrals from outside
sources are believed to be high quality
applicants because employees are
generally hesitant to recommend
persons who are not qualified for the
job
external recruitment
2. Applicants who submit applications
and resumes through their own initiative
are believed to be better potential
employees because they are serious
about getting the job.
4. Executive search firms usually refer highly
qualified applicants from outside sources because
they try to check applicant’s qualifications before
recommending them to client firms who pay for
their services. Educational institutions know the
capabilities and qualifications of their graduates,
increasing the chances of their ability to refer
qualified applicants to potential employees
advantages INTERNAL recruitment

1. Less expenses are required

for advertisements
/information dissemination,
training, and orientation

2. The process of
recruitment is faster.
disadvantages exTERNAL recruitment

1. The cost and the time required by external recruitment

are the typical disadvantages of using this recruitment
method. Advertising job openings and the orientation
and training of newly hired employees from outside
sources.
The possibility of practicing bias or entertaining self-
serving motives in the referral of friends and relatives by
current employees and in the recommendation of private
employment agencies of job applicants.
disadvantages exTERNAL recruitment

1. The number of applicants to choose from is

limited.

2. Favoritism may influence a manager to

recommend a current employee for
promotion to a higher position. It may result
in jealousy among the other employee who
were not considered for the position (bias)
LESSON 3:1

selection
 In many companies, selection is
continuous because of fast turnover,
resulting in vacancies that must be filled.
Selection is the process of choosing
individuals who have the required
qualifications to fill present and expected job
openings. Interview is the determining of an
applicants’ qualifications to gauge his or her
ability to do the job.
 Selection process

1. Establishing the selection criteria

2. Requesting applicants to complete the application form
3. Screening by listing applicants who seem to meet the set
criteria
4. Screening interview to identify more promising applicants
5. Interview by the supervisor/manager or panel interviewers
6. Verifying information provided by the applicant
7. Requesting the applicants to undergo Psychological and
Physical examination 8. Informing the applicant that he/she has
been chosen for the position applied for
 Steps in hiring employees

1. Determining a need (job analysis)

2. Application search and selection
a) Recruitment
b) Screening and selection
c) Interviews
3. Decision-making process
a.) Deciding
b.) Notification and employment offer
4. Adaptation to the workplace (orientation
Types of Employment Tests

Intelligence test- measure the applicant’s mental capacity

Proficiency and aptitude tests- tests his/her present skills and

potential for learning other skills

Personal tests- designed to reveal the applicant’s personal

characteristics and ability to relate with others

Vocational tests- tests that show the occupation best suited to an

applicant
 Types of Job Interviews

 Structured -the interviewer asks the applicant to answer a set of

prepared questions. (Situational, job knowledge, job simulation, and
worker requirement questions.

 Unstructured-the interviewer has no interview guide and may ask

questions freely

 One-on-one- one interviewer is assigned to applicant

 Panel- several interviewers may conduct the interview (3-5 interviewers

take turns in asking questions
THANK
YOU FOR
LISTENIN
G!