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POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

MODULE 6
RECRUITMENT
Submitted by: GROUP 3
Deasis, Jovel
Dellosa, Charmaine
Infante, Patricia Anne Jaymes
Pasco, Kaye
Salazar, Gelwina
Soriano, Kristine
Tomale, Joyce Ann
Veligaño, Joanalyn

II. Table of Contents

III. LEARNING OBJECTIVES……………………………………………………………2

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IV. INTRODUCTION………………………………………………………………………2

V. DISCUSSION…………………………………………………………………………..3
INTERNAL RECRUITMENT…………………………………………………………….3
EXTERNAL RECRUITMENT……………………………………………………………5

VI. ADVANTAGES AND LIMITATIONS OF RECRUITING FROM WITHIN………9

VII. STEPS IN RECRUITMENT………………………………………………………...9

VIII. ACTIVITY…………………………………………………………………………….11

IX. SUMMARY……………………………………………………………………………12

X. REFERENCES………………………………………………………………………..14

Learning Objectives and Outcomes

OBJECTIVES:

At the end of this module, you should be able to:

1. Define recruitment;

2. Describe and discuss the different recruitment sources and effectiveness of each.

3. Cite advantages and disadvantages of filling job opening from internal and
external sources;

4. Describe the steps in recruitment.

Introduction

Recruitment is the process of attracting individuals on a timely basis, in sufficient

numbers, and with appropriate qualifications to apply for jobs with an organization.
The firm may then select those applicants with qualifications most closely related to
job descriptions. Finding the appropriate way of encouraging qualified candidates to
apply for employment is extremely important, however, because recruiting costs can
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be expensive. Thus, a properly functioning recruiting program can have a major
impact on the bottom line of a company.

Discussion

•RECRUITMENT

is the process of locating and encouraging potential applicants to apply for

existing or anticipated job opening.Recruitment is the process of identifying,
screening, shortlisting, and hiring of the potential human resources for the purpose
of filling up the positions within the organizations. It is the central function of human
resource and management. Recruitment is the process of selecting the right person,
for the right position at the right time. The education qualifications, experience,
abilities and skills of the individuals need to be taken into consideration when
recruitment takes place. It is the process of attracting, selecting and appointing
potential candidates to meet the needs and requirements of the organizations. In
simple words, recruitment is attracting people with the right qualifications to apply for
the job.

A. INTERNAL RECRUITMENT

Promoting someone within the organization. The term ‘Internal Recruitment’ refers
to the process of identifying and attracting candidates to another position within the
same organization. Instead of opening the position to the public and attracting
candidates that are currently unemployed or working on other companies, the
human resources department of some companies may choose to advertise the
vacancy internally and allow only members of the staff to apply for it.

1. Promotions

The employees are promoted from one department to another in same

organization with more benefits and greater responsibility based on efficiency and
experience of a particular employee. Promotion is an upward movement of an
employee from a current job position to a higher job position with an increase pay
and responsibilities. Promotion is a recognition and reward for knowledge, efficiency
and talent. Promotion promotes employee satisfaction, improves the morale of the
employees, and encourages them to perform better. An opportunity of promotion
motivates them to acquire new skill, knowledge and education.

Promotion may be on the basis of merit i.e., individual employee’s skills,

knowledge, ability, efficiency, achievement and aptitude as measured from
educational, training and past employment record and employee’s performance or
on basis of seniority i.e., tenure of service in the same job and in the same

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organization. Promotion is a preferred source of recruitment as the vacant position
can be filled by the existing employees and it also motivates employees to improve
their performance.

2. Upgrading and Demotion

Employees are upgraded or even demoted according to their performance which

was assigned to him/her. Upgradation refers to giving higher responsibility to the
internal employees while demotion refers to low pay scale and lower positions. In
case of consistent poor performance of employees they are demoted to make them
realize their potential for development.

3. Transfers

The employees are transferred from one department to another according to

their performance and experience with little benefits or no benefits. A transfer
involves the shifting of an employee from one job to another without special
reference to changing responsibilities and compensation. Transfer means shifting of
an employee from one job to another, one unit to another or one shift to another and
may involve a new geographical location. Example: A sales manager, in charge of
the North zone may be transferred to take charge of the South zone.

4. Retired employees

It may also be recruited once again in case of shortage of qualified human

resources or increase in load of work. Recruitment of such people save time and
costs of the organizations as the people are already aware of the organizational
culture and the policies and procedures. It is called retention if the management
considers the retiring employees as an asset of the organization, they may retain
them after superannuation to meet the workforce requirement. Former employees
are a good internal source of recruitment. They have the advantage of knowing the
organization and the organization knows the performance of these people.

5. Retrenched Employees

Retrenched employees are also source of useful recruitment for the organization.
They better know the organization policy and practices and when they again
recruited most of the cost reduced. Retrenched employees are useful when it comes
to recruitment because they already know the organization's policies and practices
that will leads for reducing cost. Retrenchment is a form of dismissal due to no fault
of the employee, it is a process whereby the employer reviews its business needs in
order to increase profits or limit losses, which leads to reducing its employees.

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6. Deceased Employees

The dependents and relatives of deceased employees and disabled employees

are also source of internal recruitment. The legal heir or the dependants of the
deceased employee may be given a chance to replace the deceased.

B. External Recruitment - Hiring from outside the organization. In other words,

applicants who are eternal to the organization. This also opens up to many
opportunities for experienced, highly qualified, and skilled candidates.

1. Media Advertisement - The advertisements that are very common in recruitment

or recruiting because it reaches a wide audience. Many of people nowadays are
using social media so this increases the job visibility. Nowadays everyone are using
social media especially Facebook so this will be easier for them to see the job
posting. Also with the use of the media or social media this will give better employer
awareness. People view brands that are on the social media and see them as a
trustworthy company to work for.

A. Newspaper advertisement - When the goal is to find people who know the
local advertisement in a local newspaper can reach that audience. Ads placed
in the classified section in a local newspaper are somewhat expensive yet it
reaches many people in a specific geographic area who are currently looking
a job. You won’t have to pay for a relocation package let us say, you were
hiring someone from Batangas or Cavite, and your company is based in
Quezon. Local employees are also less likely to be late for work. This
Newspaper advertisement is convenient for Jobseeker because not all of the
applicants have the internet to find a job and not everyone has direct access
to an electronic device. This will allow potential applicants to stay focused on
reading unlike on the internet which is full of many distractions like
commercials while browsing on the internet.

● Calling - When an organization wants to see or hear the voice of the applicant for
a clearer interview. A recruiter would call you because they see a specific talent or
skill needed for the job and they are interested in you. So this means there is a high
possibility of you getting hired by the company.

● Apply in person - When they don’t want their phone tied to the applicant. They do
face to face or apply in person so that they would see if the applicant is actually lying

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about what they wrote about. When they do the apply in person they would see the
postures, the way you dress, the way you talk, and the way you act.

● Send resume advertisement - The organization can’t entertain or can’t answer

the thousands of applicants through call. Send Resume advertisement usually done
so that they have a wide range of who to pick from the resumes. It's easy for the
organization to check any information in the resume within the day. If the recruiter
picks your resume it means that you will go on to the interview.

● Blind box - organizations use for three main reasons: (1) doesn’t want its name in
public; (2) fear that people wouldn’t apply if they knew the name of the company;
and (3) company needs to terminate an employee but wants first to find a
replacement. It is an advertisement that does not have the identification of the
organization that advertised it. This usually only included the contact number for
reference contact only and it does not reveal the company name.

B. Electronic media - Look for a rate of using television and radio. TV and radio
can be used to target specific applicants. This a day to today activities where
many people are watching or listen to the TV and radio while driving, doing
some household chores, and other stuff. Thus this electronic media can help
to target specific skills they want in an applicant.

2. Walk-ins - Walk-ins are people who do not apply in response to any type of
advertisements, but rather come into a company, submit an application and a
curriculum vitae, then aspire to get the job. This is someone who does not apply
online or through the mail, they come to the office directly in order to apply for a job.
This will be quick and won’t avoid any delays. This means the applicant will get a
quick response.

3. Point of Purchase Method - In recruitment, job vacancy notices are posted in

places where customers or current employees are likely to see them: store windows,
bulletin boards, restaurant placemats, and the sides of the trucks. When the vacancy
of the job has been posted near the employee so that the applicant may know what
the job is he/she applying for. The applicant can ask questions and inquire about the
job.

4. Recruiter - Is the that identifies, locates, and attracts potential employees

a. Campus Recruiter - They provide facilities for interviews and placements

on their campus. They travel to different campuses to find potential
employees for the organization. You can hold interviews, recruit any job

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offers. This does not just impress the school but also convince the student to
apply for the organization.
b. Outside Recruiter - Organizations use such outside recruiting sources as
private employment agencies, public employment agencies, and executive
search firms. This will focus on finding the applicants who are skilled, and
experienced, and those who need minimal training. Outside recruiters speak
to the people being recruited about how working for the company will benefit
them and you will try to sell to them to work for the company.

● Employment agencies - They charge either the company or the

applicant when the applicant takes the job. They find people to fill the
jobs that are available. This means that the agency charges the
employers for providing referrals. This way more expensive than the
other agencies and this a more suitable source.
● Executive Search Firms - Known as “head hunters”, differ from
employment agencies in several ways. First, the jobs they represent
tend to be higher-paying non-entry-level positions. Second, reputable
executive search firms always charge their fees to organizations rather
than to applicants. They are professional recruit executive personnel.

● Public Employment Agencies - These public employment agencies

are designed primarily to help the unemployed find work. They are
recruiters that open up doors to positions that are not easily found.
Employers can register their job vacancies with the local state office
and the agencies will try to find someone suitable using its
computerized inventory of local unemployed individuals and this will
provide no charge.

5. Employee Referrals - The type of recruitment used by organization to find

applicants through the help of their employees. This method assures the company
that their current employees will only refer suitable candidates for the vacancy. The
referrals may come from their respective social connections. As a form of motivation,
most employers reward the referring employee with incentives and bonuses.

There are several ways to increase the effectiveness of employee referral

programs that can be conveyed online or via word-of-mouth.

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 Up The Ane - Companies paid high if the employee provide good or right
referral. The company gives incentives if the employee refer the right person
who is needed in that specific skill that the company is looking.
 Pay for performance - Some firms save part of the referral bonus until the
new hire has stayed for six months. This encourages referring employees to
help the new hires succeed. The company or organization give bonus to
employee for their effort in the company. The pay for performance is not just a
tool, it is more about the philosophy of the organization to reward the best
performing employee.
 Tailor the Program - Companies technically need more of certain types of
skills than others, but the referral programs do not always reflect this. Part of
a good referral programs is guiding their workforce regarding the types of
people organizations need to take in. this includes communicating the skills
required and a reaffirmation of the values and ethics sought in applicants.
 Increase visibility – one way to promote referral program is the employee
who referred the right candidate will be recognize. Company give incentives
so the employees see the benefits if they will get from the referral program.

 keep the data - The company will keep the application of the referral so just
in case they are opening another position they have choices.
 Widen the Boundary of your Strategy – The company will get a corporate
friends so they can use their connections if they are hiring and they will know
the potential candidate for the job.
 Measure Outcomes – After the program is implemented, the managers look
carefully the list of referrals, qualification of candidates and new hire are
exactly what the company need. So the manager can adjust if the number is
too much.

6. Internet - is one of the way to fast recruitment. The organization can post in their
webpage the job that is open for their company.

a. Employer –based websites – The employer give a list of available job openings
and information about the job.

b. Internet recruiters – a private company whose have a website list of job

openings. And they recruit through internet.

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7.Job fair - A job fair is also referred commonly as a career fair or career expo. It is
a fair or exposition for employers, recruiters and schools to meet with prospective
job seekers. Expos usually include company or organization tables or booths where
resumes can be collected and business cards can be exchanged.

a. many types of organization have booths and same location. The job or the field
they applying is all mix and in the same location.

b. many organization who have a same field or job their applying is in one location.

c. Organization hold it’s own job fair or exclusive only in the company.

Advantages and Limitations of Recruiting from Within

Promoting from within could make perfect sense due to the fact that the
potential candidate is already a member of the work team, and managers already
know their performance level as well as their good and bad qualities. Above all,
internal recruiting lessens recruitment and hiring costs.

The benefit that will gain by recruiting a personnel from within the company is
that those certain individual worker knows the flow of work done by the business,
also the skills and performance of the worker whether if it’s a good or bad is already
known by the manager who will promote or recruit him/her. By means of doing this, it
also lessen the cost that will take if the business will then recruit worker from outside
of the company. Before employers consider doing internal recruitment or
recruiting/promoting workers within the company, restricting the number of qualified
employees should be done to avoid making conflicts such as having frustration to
those employees that haven’t been picked and undermining the one that was picked.

STEPS IN RECRUITMENT - Before hiring an applicant for a position, a company

goes through the following step-by-step recruitment process:

There is a process of recruitment before hiring an applicant for a position. Hiring

from within doesn’t mean that there is no such process will be done. Doing these will
make the hiring process flow in a smooth way and it will avoid having such conflicted
matters. In short it will be fairly flow of hiring/recruitment.

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 Determine Job Vacancy - A job vacancy within a company may exist for a
variety of reasons. A certain position that is needed to be occupied should
come first before anything else, making sure that there is a position needed to
be filled by a worker. The Job Vacancy may exist due to retirements,
resignation, job abandonment, and termination, it can also happen because of
relocation and promotion, or it is just likely to occupy an entirely new role.

 Plan how to fill an open position - Once it has been established that a job
vacancy exists, managers should decide whether to take in core personnel or
temporary workers. After establishing the job vacancy, the managers will then
decide whether they will recruit core personnel or the one who undergo from
the recruitment and hiring process and have become a permanent workers or
choosing temporary workers who for example is a contract worker or those
that have been hired through the services of an employment agency.

 Identify the target segment - At this point, firms should be able to pinpoint
who they want to hire. A comprehensive plan is essential to help companies
and managers from perceptions about their target segment. Reaching from
these step or process, the manager should know by this point who will they
want to hire. Knowing that these personnel that they will chose determine or
engage skills that is needed for the certain position to be filled up. Having to
identify the target segment it means that the company have now break down
the potential workers from within the company or have narrow down the
potential candidates who practice a certain skill and characteristics that is
perfect for the job. A detailed strategy is important to help the firms or the
managers to gain insights for their target segment which is it can be print,
radio, television, and other advertising.

 Reaching out to target Segment - After identifying the segment, companies

must set a preferred way to reach out to their target talents. Once identifying
the target segment is done, the next step is having the way of how will the
company reach their targeted talents after determining the target segment
which is in the previous step. Posting jobs online, career fairs, campus
recruiting, etc. are some traditional recruitment strategies that will help them
to have contact with the person who will then be filling for the certain position.

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 Meet-up with the Candidates - During this step, recruiters conduct an initial
screening to ensure that job seekers meet the job specifications. This would
help them in judging the overall background of job seekers before they render
a hiring decision. In this process, the role of the recruiting and hiring team is
presented here which is making sure that the applicants who is presented
have informed of why is their presence significant in there. Recruiters perform
an initial review during this phase to ensure that work applicants have met the
job requirements. By the means of doing this, it will then help the company in
judging the overall background of the job seekers before the firm will provide
the final hiring decision.

ACTIVITY
IDENTIFICATION: CHOOSE THE CORRECT ANSWER USING THE WORDS
INSIDE THE BOX

RECRUITMENT INTERNAL RECRUITMENT

RETIRED EMPLOYEES INTERNET RECRUITERS

JOB FAIRS
EXTERNAL RECRUITMENT
IDENTIFY THE TARGET
ELECTRONIC MEDIA SEGMENT
INTERNET MEET-UP WITH JOB
CANDIDATES

QUESTIONS:

1. Promoting someone within the organization.

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2. Hiring someone from outside the organization.

3. It continues to be a fast-growing source of recruitment.

4. Step in recruitment where firms should be able to pinpoint who they want to
hire.

5. It is the process of locating and encouraging potential applicants to apply for

existing or anticipated job opening.
6. It may also be recruited once again in case of shortage of qualified human
resources or increase in load of work.

7. Look for a rate of using television and radio.

8. A private company whose website lists job openings for hundreds of

organization and resumes for thousands of applicants.

9. Designed to provide information in a personal fashion to as many applicants

as possible.

10. During this step, recruiters conduct an initial screening to ensure that job
seekers meet the job specifications.

SUMMARY

Recruitment has a big role not only for the company but also in the Human
Resource and management because its function is to locate and encourage
applicants to apply for the job, look for potential candidates so that they can meet
the needs and requirements of the organization. In simple words, recruitment is
attracting people with the right qualifications to apply for the job. The recruitment
sources are Internal and External Recruitment. Internal Recruitment the root word
"internal" this means is to attract candidates to another position within or inside the
organization. Internal Recruitment happens in Promotion when the employees are
promoted to a higher department, Transfer or shifting of employees from one

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department to another, Retired Employees, Retrenched employees, and Deceased
Employees may get a chance to replace by their relatives. External Recruitment is
hiring someone outside the organization.

There are different types of External Recruitment these are Media Ads wherein
the organization may use mass communication by recruiting applicants this may
include newspaper advertisements and Electronic media, Walk-ins are someone
who does not apply online or through the mail, they come to the office directly in
order to apply for a job, Point of purchase where job vacancy notices are posted in
places where customers or current employees are likely to see them, Recruiter is the
one that attracts the applicant to get the job offer this includes Campus Recruiter

And Outside recruiter, Employee Referrals are recruitment used by the organization
to find applicants through the help of their employee, the Internet also is one of the
fastest ways to recruit someone it reaches wide ranges audience and also
conducting Job Fair to the applicants. Advantages of Internal sources are It reduced
time, cost of recruiting in terms of flyers, and advertisement shorten the introduction
since they already know the company and values of the employees. Aside from the
positive side of Internal sources this also has disadvantages like limited to a few
choices because they recruit employees that are working within their company and
Training costs since the applicant doesn't have new knowledge of things. The
advantages of External sources are they get quality of candidates that has new skills
and talents, fresh graduates and they are not limited to few choices because this
may have wider audiences and in contrast, this takes a long time process, cost, and
risk.

In Human Resource and Management, there's a step by step process in

Recruiting applicants. We have 5 steps. First, you need to determine the job
vacancy so you may know what to offer to the applicants after knowing what job
vacancy is available then you must plan on how to fill an open position. The third
step is to identify your target segment which means that as a recruiter you must
know what type of applicant you are looking for based on the job vacancy
description after you identify your target segment by going to the fourth step and that
is how you reach out to the applicant in short how you will inform them that the
company is hiring in some positions. In the last step as a recruiter, you must meet
the applicants or in other words, you will conduct the initial screening so you may
know if the applicants are well fit for the qualifications.

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References

Kapur, R. (2018, March 17). Recruitment and Selection. ResearchGate.

https://www.researchgate.net/publication/323829919_Recruitment_and_Selection

P, R. (2019, July 15). Internal Sources of Recruitment. Economics Discussion.

https://www.economicsdiscussion.net/recruitment/internal-sources-of-recruitment/31613?

fbclid=IwAR00qeStIlHtn6GKDX7oJbq1sFSgOdcX9FTsMkgQiRwR4WeRq4zTyuy20Jw

Recruitment Definition. (2019, April 25). HRM Handbook.

https://hrmhandbook.com/hrp/rctp/recruitment-definition/?fbclid=IwAR0VvhoHRr-

1zTU3-a8xmCOwBqnnhi-GdrAIcb4ETwqlTkM0x0t_bKpKG-A

Salemme, I. W. (2020, August 14). Internal Recruitment: What is it and Why you should try

it. Pipefy. https://www.pipefy.com/blog/internal-recruitment/

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