RECRUITMENT OR PROCUREMENTREPORT FOR : DR.LAVAPIE

INM-HUMAN RESOURCE MANAGEMENT

GRADUATE SCHOOLPARTIDO STATE UNIVERSITY

PREPARED BY: MARIE LORABELLE F. REBOYA

STUDENT # 7229 - MAED

RECRUITMENT:

-Is the process by which prospective applicants are induced to apply to the company in order that their qualifications for present and anticipated vacancies can be evaluated through sound screening and selection procedure.

-It is responsible for recruitment.

RECRUITMENTS

Starts with MANAGER’S EMPLOYEE requisition.

STEP BY STEP

1.EMPLOYEE REQUISITION – is a document that specifies job title, department, the date , the employee needed for work and other details.

2. Determining if there is a possible qualified employee available within the firm

( the internal source) or must the organization recruit from external source.

VARIED METHODS FROM EFFECTIVE RECRUIT

Each has its own strengths and weaknesses.1. when facing applicants for interview, is to give them

realistic job previews so as to avoid disillusionment and false expectation.

While recruiting: Utilize recruitment sources methods that will be most

beneficial for their particular company.

DIAGNOSTIC APPROACH TO RECRUITMENT

1. GOVERNMENT REGULATION

-the LABOR CODE provides for the establishment of public employment offices to register applicants for employments, placement of workers, and to render vocational guidance and testing services.

AGENCY OR INSTITUTIONS REQUIRED:

SOCIAL SECURITY SYSTEM (SSS), NATIONAL HEALTH INSURANCE PREMIUM (PHILHEALTH) and HOME Development FUND (PAG-IBIG) and secure the numbers.

A. Recruitment Sources

B. Advertising

C. ESTIMATES

D.STATISTICS OF EMPLOYMENT NEEDS

E. NUMBER OF APPLICATIONS PROCESSED BY CATEGORY

THE IMMIGRATION REFORM AND CONTROL ACT(IRCA)

All employers are required to screen every job applicant’s eligibility for lawful employment.

EMPLOYER has a major responsibility for not permitting illegal immigrants to e or remain employed.

LABOR MARKET CONDITIONS

Workers compete for jobs and employers compete for workers.

COMPOSITIONS OF LABOR

LABOR FORCE or WORK FORCE

METHODS OF RECRUITING

A.INTERNAL METHODS OF RECRUITMENT

1. SUPERVISORY RECOMMENDATIONS

2. JOB POSTING

3. COMPUTERIZED CAREER PROGRESSION

4. CAREETR DEVELOPMENT SYSTEM

EXTERNAL METHOD OF RECRUITMENT

1. Employee Referrals –solicit applications from qualified associates.

2. Applicant-Initiated Recruitment – resume from individuals interested in

working for the company.

3. Help-wanted Advertisement- when a company places an advertisement of the position in media, ads, magazine and internet

4. Public employment Agencies- clerical or blue collar jobs.

5.Private Employment Agencies- clerical, blue collar, technical, and lower level managerial personnel for fee

6.Executive Search Firms- retained workers

7. Internship-OJT

8. SPECIAL EVENTS -

9. RECRUITERS

10. CAMPUS RECRUITING

11.ON-LINE RECRUITING

REALISTIC JOB PREVIEW-

Providing applicants with realistic previews by giving them more realistic information ( unfavourable , as well as favourable) about the job and the organizations, enable them to accept or not to accept a JOB OFFER.

Should be given to applicants before they accept a JOB OFFER.

FACTORS AFFECTING APPLICANTS DECISION TO ACCEPT A JOB OFFER

1. ALTERNATIVE JOB OPPORTUNITIES 3. ATTRACTIVENESS OF JOB

a. Number of Opportunities‘

b. Attractiveness of opportunities

2. ATTRACTIVENESS OF COMPANY

a. PAY c. Advancement Opportunities

b. BENEFITS d. Desirability of geographical location

e. Organization’s reputation as a good place to work

4. Recruitment Activities

a.Information conveyed to the schedule

b.Manner in which the candidate is required

ALTERNATIVE TO RECRUITMENT

1. OVERTIME

2. PART-TIME

3. TEMPORARY EMPLOYEES

4. EMPLOYEE LEASING

COST BENEFITS ANALYSIS OF RECRUITMENT

Decide whom to buy applicants accurately. But when you say cost-benefit analysis to determine whether to buy an applicant-tracking product, one of the first steps is to figure what you’re spending now.

BASIC ELEMENTS TO CALCULATE COST PER HIRE-

1. Advertising 4. Travel cost incurred by both recruiters & applicants

2. Agency and Search Firms fees 5. Relocation costs

3. Referral bonuses paid to employees 6.Company Recruiters Cost

COST OF HIRE

10% MISCELLANEOUS ITEMS SUCH AS TESTING, REFERENCE, CHECKING, BONDING, HIRING- UNIT STAFF TIME, ADMIN SUPPORT AND OTHER MINOR EXPENSES.

RECRUITMENT PROCESS

1. Form general statement that reflects your company’s attitude on the effective recruiting.

2. Define what is expected of each individual in the organization.

3. Determine if you have an open job.

4. Analyze the position to create all inclusive job description.

5. Think about the appropriate questions for applicants.

6. Decide where you are going to find the type of people you need.

7. Make sure you are fair and consistent during the interview process.

8. Accommodate any disabilities.

9. Determine how would you like the hiring managers to communicate their final selections.

10. Check references. Companies can avoid many embarrassing situation by accurately checking the information on the prospective employee’s application.

11. Decide what type of approval process your organization will follow.

12. Set a date.

13. Send out letters to the candidates who were not selected for the position.

14. Decide who will be in charge of the new employee’s orientation.

STANDARD INTERVIEW GUIDE

Rules of thumb must be considered

1. Ask only for info. that will serve as a basis for hiring decisions.

2. Know how the information will be used to make the decisions, and

3. Do not ask for info. That will not or should not be used to make hiring decisions

INCLUDE A QUESTIONS WITH A YES OR NO

.

BACKGROUND REVIEW

APPLICATION /RESUME/CV

VERIFY THE ADDRESS AND PHONE NUMBERS WITH INFORMATION PROVIDED BY HUMAN RESOURCE SERVICES.

INFORM THE CANDIDATE IF HE/SHE WANTS TO UPDATE HER/HIS RESUME.

EDUCATIONAL BACKGROUND

1.What is the highest level of education you have received?

2. List all degrees you have earned. Give the name of the institution from which each degree was earned and the field of study of each degree.

3. List any other education or training relevant to the (position title) position.

EMPLOYMENT BACKGROUND

1. Who is your present or most recent employer?

2. What are/were your major responsibilities at ( present/most recent job)

3. Discuss / determine skills and level of expertise related to ( position title ) .

Which skills have you acquired in your present or previous positions that make you competitive for this positions?

What do/did you like best about that position? What least? Which accomplishments in your present position are you proud of and why?

Why are you planning to/ did you leave that position?

PLANNING AND ORGANIZING

1. How do you organize your day?

2. How often is your time schedule upset by unforeseen circumstances? What do you do when that happens? Tell me about specific time.

3. Describe a typical day ...a typical work

4. How do you establish priorities in scheduling your time? Give examples

5. What is your procedure for keeping track of items requiring attention?

6. What did you do to get ready for this interview?

7. We all had times when we just could not get everything done on time. Tell me about a time that this happened to you? What did you do?

8. Tell me how you establish a course of action to accomplish specific long-and-short term goals?

9. Do you postpone things? What are good reasons to postpone things?

10. Give me some examples of projects or task where you postpone things.

11. How do you catch up on an accumulated backlog of work after a vacation or conference?

TECHNICAL AND /POSITION SPECIFIC- questions about work experiences , knowledge in operations of the job.

WORK STANDARD- questions that ask about or gather information relating to individual’s personal standard of performance.

TEAM WORK- questions designed to gather information relating to a person’s ability to work and get along with others.

COMMUNICATION-questions designed to gather info. relating to an individual’s communication skills.

LEADERSHIP- a list of questions designed to gather info. relating to an individual’s utilization of appropriate interpersonal styles and methods in guiding individuals or a group toward task accomplishment.

JO MOTIVATION:

-it is a question designed to help an applicant’s motivation to do the type of work the position requires.

-the intention is to see the types of things they enjoy doing will be available in this position.

Example:

If a person said he enjoyed his last job because he liked to work outside and with people doing different things all of the time, a desk jo accounting would probably not provide high satisfaction.

SUMMARY:

In the process of recruitment , the work and decisions-making is almost all on the human resource dept.

Recruitment is the process of attracting individuals on a timely basis ; in sufficient numbers and with appropriate qualification, encouragement for them to apply for jobs within an organization.

HUMAN RESOURCE MANAGERS – have the responsibility for preparing job descriptions. When profiles of the types of needed employee are done, the recruitment plan can be materialized. It decides whom to choose in all list of applicants.

Recruitment methods such as advertising, employment agencies, and employee referrals may be effective in attracting individuals with virtually every type of skill.

Recruiter, special events, and internships are used primarily to attract applications from colleges of universities.

Also EXECUTIVE RESEARCH FIRMS and PROFESSIONAL ORGANIZATIONS are particularly useful in the recruitment of managerial and professional employees.

REFERENCES MONDY,R. WAYNE and NOE,ROBERT M., “Human Resource Management” Simon & Schuster , Inc. 1990