Recruitment Process Overview

Recruitment

• Recruitment is the process of persuading a potential applicant to fill a vacant position.

Learning Objectives

• Identify the steps in recruitment
• Define job description
• Recruit qualified people for one's business enterprise

Steps in Recruitment

• Analyze and describe different company jobs and their specifications.
• Create a formal requisition form, specifying the position, date needed, qualifications, and other requirements for the applicant.
• Conduct actual recruitment of applicants.

Job Description

• Defines the duties and responsibilities of a specific position.
• Ensures applicants and employees understand their roles and responsibilities.

Essential Parts of Job Description

• Job title or position
• Reporting relationships
• Job classification
• General description of the job
• Specific duties and responsibilities
• Job specification

Job Specification

• Details the qualifications for a position, including experience type, training, skills, physical demands, aptitudes, age, and other requirements.

Sources of Applicants

• Internal applicants: Current employees within the company who may be considered for promotion.
• External applicants: Individuals recruited through advertisements, referrals, or placement agencies, or who apply directly.

Selection

• The process by which organizations decide which applicants to hire.

Steps in Selection

• Reception of applicants: Applicant screening to determine those to interview.
• Preliminary interview: Checking applicant qualifications and disqualifying unsuitable candidates.
• Filling out of applicant form: Using the form as a guide to determine if the applicant fits the job requirements.
• Employment test: Assessing the applicant's abilities relevant to the job. Types of tests may include mental ability/IQ, aptitude, and personality tests.
• Final interview: Determining the most suitable applicant from a group of pre-screened candidates. Conducted by the immediate supervisor or department head.
• Physical and medical examination: Evaluating applicant health to ensure suitability to work.
• Hiring: Finalizing the hiring process for the select applicant.
• Orientation: Introducing the new employee to company policies, rules, and job-specific information.

Training/Retraining

• New employees receive training to perform their jobs effectively.
• Ongoing retraining to enhance skills, knowledge, or promote employees to other departments.

Compensation

• Any tangible reward for services rendered or task completion.
• Includes Direct (salaries, wages, bonuses, performance bonuses, commission, transportation allowances) and Indirect (medical coverage, awards, recognition, leave credits).
• Compensation varies between/among positions.

Benefits

• Anything that contributes to employee improvement and advantage.
• Divided into government-mandated and voluntary benefits.

Employee Benefits (Government-mandated)

• Social Security benefits
• Employee compensation program
• Pag-ibig benefits
• Philhealth benefits
• Service Incentive leave
• Maternity leave
• Paternity leave
• Special leave for women

Organizational Policies

• Explains personnel policies to be implemented in the workplace.
• Should include guidelines for recruitment, selection, hiring, training, development, and compensation/benefits.

Company Manual

• Guides employees on job performance expectations.
• Details company policies, procedures, and labor laws impacting employees.
• Explains benefits and employee rights.

Company Code of Discipline

• Aims to increase efficiency, create an orderly work environment, boost productivity, uphold employee dignity, and strengthen company prestige.

This quiz explores the recruitment process, highlighting key steps, job descriptions, and specifications necessary for recruiting qualified candidates. You will learn to identify and create job descriptions and requisition forms, ensuring a clear understanding of responsibilities within your organization.