Recruitment, Selection and Placement

HUMAN RESOURCE MANAGEMENT

Recruitment, Selection & Placement

Rhea V. MartesanoAklan State University

Recruitment, Selection and Placement

Points to be taken:1.What is recruitment?2.Internal and external sources of qualified personnel

3.Steps in selection and hiring2

RecruitmentAn intended process of attracting suitable people to fill up vacant positions in an organization in accordance with human resource planning.

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Sources of Qualified Personnel

A. Internal sources“The best candidate for the position might be

someone within the company” ~Mac Innis and Kleiner (2002)

Job posting and biddingA method of internal recruitment in which notices of available jobs (both promotions and transfers), approved by HR head, are posted in bulleting boards in central locations throughout the organization or advertised in the intranet (LAN system)

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A. Internal sources

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Advantages Disadvantages• boosting the morale of promotee, better assessment of abilities, lower cost for some jobs, motivator for good performance, a succession of promotions and having to hire only at entry level ~Mac Innis and Kleiner (2002)• organization knows them• promotion opportunities• full use of competencies

• squabbing (talangka mentality)•Ripple effect• inbreeding of ideas

Sources of Qualified Personnel

B. External Sources1. Educational institutions2. Job advertising through classified ads3. Professional associations, meetings and conferences4. Walk-ins and unsolicited applications5. Employment agencies6. Employee referrals and recommendations

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B. External sources

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Advantages Disadvantages•“new blood”, “new perspective”, cheaper than training a professional, no group of political supporters in the organization already, and it may bring industry insights.•New insights and perspectives•Cheaper to hire technical or managerial people

• difficult to attract, screen and evaluate potential excellent employees.• employees from the outside need a longer adjustment or orientation period.• external recruitment may cause morale problems or job dissatisfaction

Advantages of Internal and external sourcing of personnel

ADVANTAGESI. INTERNAL SOURCES 1. Organization knows them and the

employees know the organization2. Internal recruitment creates promotion opportunities.3. It improves the organization’s financial return on the cash invested on its workforce.

II. EXTERNAL SOURCES 1. The pool of talents is much larger than the internal sources2. It can bring in new insights and fresh perspectives.3. It is cheaper to hire technical or managerial people from the outside. 8

Hiring and recruitment in most Filipino-owned

enterpriseFormal guarantees• police clearance• Certifications• diplomas

Informal guarantees• personal acquaintances or padrinos• palakasan or kakilala system

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Final Selection and Formal Hiring

Final Selection is the process of choosing from the pool of qualified applicants the individuals who are most likely to successfully perform a job.

- “screening out and selecting in”

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Simplified steps in the selection process

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Step one: Review of Applicants

Step two: Preliminary interview

Step three: Job tests

Step six: Final evaluation/hiring

The Selection ProcessStep one: Review and screening of applicants

Paper screening

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The Selection ProcessStep two: Preliminary interview • At this stage, the interviewer is interested with the general impression based on your external appearance, how you talk (your speech and mannerisms) and your public behavior

• Interviewer assess your mental alertness, attitude, values and motivation

TAKE NOTE: Learn to have a good command of English (oral and

written)Be confident in expressing yourself too in conversational English.

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The Selection ProcessStep three: Battery of job tests• To measure the applicant’s natural and acquired abilities.1. Intelligence, mental ability and alertness tests2.Personality test3.Aptitude test – appraise natural abilities, capacity to learn and perform a job. • Clerical aptitude test – will compute your speed

and accuracy in dealing with numbers and names of persons or places, alphabetical filing, spelling and other clerical tasks.

• Mechanical aptitude tests – will measure specific abilities and skills, speed, accuracy, coordination of senses, and a combination of these.

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The Selection ProcessStep three: Battery of job tests4. Psychomotor test – will assess your physical strength,

manual dexterity and coordination.5. Arithmetic test – measures how well can you work

out mathematical problems that come up frequently in a given job.

More than aptitude (just IQ) they will be interested to know about your attitude (EQ), not just what is in your head but, what is in your heart.

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The Selection ProcessStep four: In-depth interviewsTypes of interview:• Structured interview – conducted according to pre-determined outline.

• Unstructured interview – is carried out without predetermined checklist of questions.

• Stress interview – a method that can put you under pressure in order to determine whether or not they are highly emotional.

• Panel Interview – two or more conduct an interview with one applicant

• Group interview – you with other applicants are questioned together.

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The Selection ProcessStep five: Pre-employment medical examinationReasons:• Management can determine the physical and mental fitness of qualified candidates

• Management can be guided in the proper placement of the qualified candidates according to physical and mental abilities and attributes.

• Management can avoid hiring a person who is ill and unfit for work, thus avoiding accidents, contamination, and incurring additional medical expenses.

• Management can avoid hiring a person who indulges in bad habits such as drug addiction, heavy drinking and smoking.

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The Selection ProcessStep six: Final evaluation and hiringShortlist of “hot candidates”• Transcript of records• Birth certificate• Marriage certificate (if applicable)• SSS E-1 form• TIN • Community Tax certificate (cedula)• NBI or barangay clearance• Other pertinent documents

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PlacementThe assignment of newly hired employee to the

right branch, department, section, or unit where the skills and competencies are mostly needed.

Note: Poor job performance may be the direct result of wrong placement

•The Assignment Method

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The Assignment Method

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Use of Emerging Technology for Screening Employees

• Teleconferencing• Video conference

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