Module 6 Recruitment
Module 6 Recruitment
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
1
2
IV. INTRODUCTION………………………………………………………………………2
V. DISCUSSION…………………………………………………………………………..3
INTERNAL RECRUITMENT…………………………………………………………….3
EXTERNAL RECRUITMENT……………………………………………………………5
VIII. ACTIVITY…………………………………………………………………………….11
IX. SUMMARY……………………………………………………………………………12
X. REFERENCES………………………………………………………………………..14
OBJECTIVES:
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;
Introduction
Discussion
•RECRUITMENT
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
3
4
3. Transfers
4. Retired employees
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.
4
5
6. Deceased Employees
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
5
6
● 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.
6
7
7
8
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.
8
9
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.
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.
9
10
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.
10
11
ACTIVITY
IDENTIFICATION: CHOOSE THE CORRECT ANSWER USING THE WORDS
INSIDE THE BOX
JOB FAIRS
EXTERNAL RECRUITMENT
IDENTIFY THE TARGET
ELECTRONIC MEDIA SEGMENT
INTERNET MEET-UP WITH JOB
CANDIDATES
QUESTIONS:
11
12
4. Step in recruitment where firms should be able to pinpoint who they want to
hire.
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
12
13
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.
13
14
References
https://www.researchgate.net/publication/323829919_Recruitment_and_Selection
https://www.economicsdiscussion.net/recruitment/internal-sources-of-recruitment/31613?
fbclid=IwAR00qeStIlHtn6GKDX7oJbq1sFSgOdcX9FTsMkgQiRwR4WeRq4zTyuy20Jw
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
14