ICCT COLLEGES FOUNDATION INC.

VV. Soliven Ave. II, Cainta, Rizal

Chapter IV
EXTERNAL
RECRUITMENT

Group IV
Limosnero, Jonalyn
Balatbat, Rowena
Sallao, Rachelle
Arevalo, April Joy
Tacuban, April Joy
Salceda, Ma. Jessica
Cruz, Jaime Lee
Soriano, Dheceree
Torres, Ryan Paul
Godoy, Jan Christian
 Instructor
Mr. Andrei Bayaga
Prospective Candidate
 Someone who is likely to do a particular thing or achieve a particular position.

Informal Recruitment
 Describe as word-of-mouth recruitment, or at management level it is commonly
known as headhunting.

Formal Recruitment
 The key to effective formal recruitment is to have the right job specifications and
the right advertising strategy to attract the right employees.

External recruitment
OBJECTIVE:
 Is to identify and attract job applicants from outside the
organization.

Organizational Issues
1. Internal vs. External recruitment locations
2. Individual vs. Cooperative Alliances
3. Centralized vs. Decentralized Recruitment

Administrative Issues
1. Requisitions Timing
2. No. and types of contracts
3. Recruitment Budget
4. Development of recruitment guide
5. Selection and Training of recruiters
must be planned

Recruitment Planning
TWO ISSUES MUST BE RESOLVED
 Organizational plans must be made to coordinate the identification and attraction
of applicants.
 Administrative issues such as the no. to be considered to ensure that there are
resources to conduct a successful recruitment campaign.
Internal Recruitment VS. External Recruitment
 An internal recruitment strategy is characterized by promoting employees from
within an organization to fill upcoming positions.

Advantages of Internal Recruitment:

 You do not have to “reinvent the wheel”.
 Understand the business model, culture and process before assuming new
position.
 Will assimilate into the new position faster than new employee.

 While an external recruitment strategy is one which a human resources

department will systematically search the employee pool outside its own
employees to fill positions.
External recruitment Advantages:
 Yields new ideas.
 Bring information or methodologies from former employer that can be integrated
into your best practice.
 May lead to team stability, as teams may remain intact when hiring externally.

Individual VS. Cooperative Alliances

 Organizations that compete with one another in the same product or labor market
do not cooperate with one another when recruiting.
 Conduct their own recruitment programs to maintain a competitive advantage.
 There are times when competitors may enter into cooperative recruitment
alliances where arrangement are made to share recruitment resources.
 Recruitment alliances takes many form. One major form is government employer
partnership.

Centralized VS. Decentralized Recruitment

 Centralized recruitment is the process whereby all direct hire creative
staffing decisions are made by one human resources team within a company.
Advantages of Centralized Recruitment:
 Duplication of effort are eliminated.
 Ensures policy is being interpreted consistently across business units.
 The cost of recruitment per candidate is low.
 It has benefit of centralized promotion and transfer.
 Services of experts will be available for recruitment.
 Ensures uniformity among the persons recruited.
  Ensures effective and suitable placement of candidates.

 Decentralized recruitment is process in which decision making relating to

process of recruitment is divided among the top management and middle level
managers e.g. (branch manager).
Advantages of Decentralized Recruitment:
 Recruitment efforts may be undertaken in a timelier manner when there are few
people to recruit.
 The units are aware about the job requirement, social and cultural background of
candidates available, which helps in recruiting suitable employees for
organization.
 In decentralized recruitment it is easy for units to analyze sources where
potential employees are available.
 Units will be more aware about the human resource requirement of unit which
makes the process of feedback easier.
 Units will have their own space to adopt method of recruitment suitable to their
unit.

Requisition
 When a supervisor finds there is a need to hire a new employee, a Position
Requisition will be the first step to complete and forward it to the Administration
Manager.
 Employee requisition forms are used when a company or a business have staff
positions to fill. If a manager wants to make a new hire or wants to replace an
employee that is leaving the company, a requisition form is needed to be
submitted and approved. Once the human resource department establishes the
need for the identified job description, the job is then advertised.

Timing
1. Lead Time Concerns
2. Time Sequence Concerns

Two factors that drive the decision of when to look for Job Applicants

Leadtime Concerns
 Effective planning requires that top management prioritize job openings so that
they can be filled in order that best meets the needs of the business.
Time Sequence Concerns
 Time-lapse statistics is a very useful set of indicators for time sequence
concerns. These statistics provide data on the average length of time that expires
between various phases in the recruitment process.

Number of Contacts
 The pool of applicants to be selected almost always needs to be larger than the
number of applicants that eventually will be hired. Some applicants who are
contacted may not be interested in the position, and others, may not be qualified.

Types of Contacts
First
 It is essential that the qualifications needed to perform the job are clearly
established.

Second
 Consideration must be given to the job search and the choice process used by
Applicants.

Employee Referrals
 Are critical and valuable resources for identifying new talented applicants.

Promote from within

 Increased job satisfaction and esteem for the promoted employee.
 Shows others that the company recognizes and rewards excellence.

 Reduces training and orientation time since current employees are already
knowledgeable about your product and services.

On-the-Job Trainees (Students)

 If you find a talented student, invite them to comeback when they graduated.
Remember that there are many semi-retired people who also like to supplement
their incomes by working part-time, but are too shy to do job hunt.
Unsolicited Application
 All applicants should be treated courteously, but the materials submitted by
qualified candidates should be kept on file for future reference.

Schools and Colleges

 Depending on the type of position to be filled, high school, trade and vocational
schools, colleges and universities can be good sources of candidates.

Alumni Placement Offices

 Many colleges keep resumes or files for Alumni who are seeking for a job or
career changes.
 Alumni files can be a good source for companies seeking an educated candidate
with more work experiences than recent graduates generally have.

Job Fairs
 Job Fairs can be useful for Companies that need to hire several employees in a
Given specialty, such as Engineering or Computer Programming.
 Job fair Companies Usually Pay a booth fee and send Representatives to collect
Resumes and Pre-screen candidates.

Association
 Most Trade associations maintain a central clearing house of candidates who
wish to change jobs.
 Trade shows conventions and seminars sponsored by Associations can also
provide Valuable opportunities to meet potential employees .

Private Employment Agencies

 These organizations match job seekers with potential employers for a fee,
usually paid by the employer once a candidate is hired.
Outplacement Agencies
 Outplacement firms are similar to private employment agencies, but their fees
are usually paid by former employer who have laid off or downsized workers.
Small businesses with job openings can usually be placed on a mailing list free of
charge to receive information on candidates who need a new job.

Temporary Services
 These firms offer employees to fill a wide range of needs, from clerical to
manufacturing to professional services. Hiring temporary employees can be a
valuable method for companies to screen people before hiring them on a
permanent basis.

Advertising
 It is expensive however, so it is important to evaluate media carefully. 
 Ads should concentrate on the skills and responsibilities of the position, rather
than on the traits of applicant.
 In point ads, it is important to avoid nuances that suggest a certain gender or age
of applicant is preferred.

Example:
Salesman – Salesperson
Waitress – Wait staff
Young – Energetic

 In addition, the recruiter should make certain that all the qualification listed are
actually necessary for effective performance of the job.

Internet Job Banks

 The internet can be a valuable recruiting tool, particularly in terms of locating
potential employees.
 Experts recommend that employers use several of the hundreds of available
sites in order to find the one’s that best meet their needs.
The selection should be made through formal screening process that may
include:
 Employment Application
 Employment Tests
 Personal Interview

 Each step in the process serves to narrow the field of candidates until a final
selection can be made.

External Selection
 A large number of organizations employ rudimentary and haphazard approaches
to selecting their workforces.
 This represents a serious disconnect for organization that have a strategic focus
on increasing their competitive advantage through effective talent management.
 Fail to use scientifically proven assessments to make selection decisions even
though such assessments have been shown to result in significant productivity
increases, cost savings, decrease in attrition and other critical organizational
outcomes that translate into literally millions of dollars.
 One reason why one organization do not use rigorous assessments to select
employees is because many executives and HR professionals have
misconceptions about the value of using them.

Reasons why formal assessments are not used more in organization:

 Is that there tends to be a lack of knowledge about the type of assessment
methods that research has shown to be most effective for identifying who will
perform best on the job.
 Maybe attributable to the multitude of consulting firms selling different selection
products and tools.
 Most organizations use a funneling approach to selection, where more informal
tools and procedures are used initially to reduce the pool of candidates to a
manageable number of individuals who may then be put through a more
extensive assessment process.