RECRUITMENT AND SELECTION

• Recruitment


  1. Identifying

  2. Screening

  3. Shortlisting

  4. Hiring potential resources

  5. Filling up vacant positions
• Selection

  1. Picking

  2. Choosing the right candidate

  3. Most suitable for the job
• Sourcing


  Methods and channels used to attract potential candidates
• Screening


  Helps narrow down the candidate pool
• Job fair


  • Recruiters
  • Employers
  • Schools give information to possible employees
• Job interview


  Meeting consider of. Ex. one-on-one interview or group interview
• Online recruitment


  Done online where applicant via online
• Public Employment Service Office (PESO)


  • Employment offices usually located in LGU (government units)
  • Manufacturing
  • Retail services
• Pipeline


  Ready pool of candidates with the right qualifications to be considered for a specific role
• Turnover


  Employees who leave the company
• Applicant


  Someone who has intention to apply for a job
• External sources


  Recruiting outside the organization
• Intelligent test


  Measure how the individual fairs in the test compared to the general population<|>Commonly associated with one's personal capacity for learning
• Personality test


  Type of test which tells if its match the job (introvert or extrovert)
• Aptitude test


  Test skills or how to bring the skills towards success
• Pre-employment screening


  Background check of previous work meant to uncover criminal history or previous employment issues related to candidate
• Preliminary screening


  1. Paper/initial screening

  2. Sort applications who are qualified or not
• Competency


  Basis for skill standards that specify the level of knowledge, skills, and abilities (KSA) needed for success

  Capability to apply a set of related KSA to successfully
• Leadership Skill


  Looking for someone to be identified to be part of top management
• Curriculum Vitae


  Formal document that serves to show a person's career background and skills
• Resume


  Summary in one pager or whole document
• Application Letter


  Cover letter (formal) says the intention for the job
• Job Application form


  Customize depending on the organization
• Job Description


  Brief statement that tells the general information about the job such as formal responsibilities, requirements, and job benefits of the position
• Outsourcing


  Process of hiring third parties to conduct services
• Job Enrichment


  Process of adding motivators to existing roles in order to increase satisfaction and productivity
• Job Rotation


  Moving an existing employee to a new position, department, or location at a higher level
• Job Enlargement


  Refers to having additional duties and responsibilities in a current job description
• Job Interview


  Interview led with the aim to select a candidate who is the best match for a job / position
• Job Specification


  Holds information regarding the eligibility for the vacancy, lets applicants know what skills, level of experience, education must have
• Core Competency


  Include the baseline skills required by the organization for all employees; these are the basic things that employees must fulfill (already possessed)
• Job Competency


  Soft and hard skills that must possessed by an individual (suitable job based on skills)
• Functional Competency


  Hard skills
• Leadership Competency


  Know how to manage people, time, can delicate tasks and socialize
• RECOMMENDATION


  External source of recruitment wherein applicants are introduced by friends and relatives
• Word of mouth


  External source; sharing good things about the company
• Advertising


  Techniques and practices used to bring products, services, opinions
• EMPLOYEE REFERRAL


  Recruiting strategy in which employers encourage current employees to refer qualified candidates for jobs in the organization
• COMPENSATORY SELECTION


  Administers all assessment tools to applicants at the same time, or at least all of them are administered before elimination
• Selection Test


  Screening process that hiring managers use to judge an applicant's fit for a certain job or company