THE PROCESS OF RECRUITING,
SELECTING, AND TRAINING
EMPLOYEES
for Organization and Management
Senior High School (ABM)
Quarter 2 / Week 3
FOREWORD
This Self-Learning Kit for Organization and
Management is designed specifically for ABM students in
the Senior High School. This is about understanding the
process of recruiting, selecting, and training employees. It
includes the definition of terms, example situations, and its
organization applications.
It is aligned with the K to 12 Curriculum of the
Department of Education following the prescribed MELCs
(Most Essential Learning Competencies.
This is designed to be more comprehensive for learners
even in studying at home.
What happened
This part contains a review of prior knowledge that has
a great contribution to the focused topic of this module.
This also contains preliminary activities that will awaken the
prior knowledge of the learners and will motivate them to
learn.
What I Need to Know (Discussion)
This part contains a discussion about recruiting,
selecting, hiring, and training employees for the learners to
better understand the topic.
What I have Learned (Evaluation/Post Test)
The exercises found in this section are designed to
develop analytical skills and check the understanding of
the learners about the topic in this module.
LESSON
THE PROCESS OF RECRUITING, SELECTING,
AND TRAINING EMPLOYEES
OBJECTIVES:
K: Define recruiting, selecting, and training;
S: Distinguish facts about recruiting,selecting and
training;
A: Appreciate the importance of recruiting,
selecting, and training employees.
LEARNING COMPETENCIES:
•
Analyze the process of recruiting, selecting, and
training employees (ABM_AOM11-IIa-b-21).
I. WHAT HAPPENED
Activity:
Answer the crossword puzzle below. This is a sort of review of the previous
topic and at the same time, you will encounter these terms throughout the
discussion.
4.
T
5.
I
1. 1.
O
2. 2.
3. D
4. 3.
5. R
1
ACROSS
1. an entity, a company, or an institution
2. learning given by organizations to its employees
3. can be described as the process of hiring employees
DOWN
4. has a goal to improve capability, capacity productivity, and performance
5. a manager’s way of knowing the applicant
II. WHAT YOU NEED TO KNOW
DISCUSSION
Staffing as defined in the previous discussion is the Human Resource function
of identifying, attracting, hiring, and retaining people with the necessary
qualifications to fill the responsibilities of current future jobs in the organization.
Staffing is one way to open roles within a company or organization. Staffing
has two main components, recruitment, and selection.
Hiring is similar to staffing in many ways. Like staffing, it is a way for a company
or organization to fill open roles in the roster.
Below is a diagram showing the steps of the hiring process:
Step 1 – Determining a
need
(Job Analysis)
Step 2 – Application search
and selection
a. Recruitment
b. Screening and
selection
c. interviews
Step 3 – Decision-making
process
a. Making a decision
b. Notification and
employment offer
Step 4 – Adaptation to
the workplace
Orientation
Figure 1. Steps in Hiring Employees effectively
2
RECRUITMENT
Recruitment is a set of activities designed to attract qualified applicants for job
position vacancies in an organization.
The two methods of recruitment are external and internal recruitment.
Let us discuss it one by one.
External recruitment method considers outside sources in locating potential
individuals who might want to join the organization and encouraging them to
apply for actual or anticipated job vacancies.
The following are methods of external recruitment:
1.Advertisements – this can be done through websites, newspapers, trade
journals, radio, television, billboards, posters, and emails among others.
2.Unsolicited applications – these are applications from individuals who took
the initiative to apply even though the company did not indicate that they
need a new staff.
For example, you are interested in working in an organization but you do not
have any idea if they are hiring employees or not. So, what you did is you
submitted your application documents to the organization. In this case, the
organization has not put out a notice for new workers.
3.Internet recruiting – independent job boards of the web commonly used by
job seekers and recruiters to gather and disseminate job opening information.
Examples are jobstreet.com, jobfinderph.com, OnlineJobs PH, and many
more.
4.Employee referrals – are recommendations from the organization’s present
employees who usually refer to friends and relatives who they think are
qualified for the job.
An example is when you are working as a teacher in a private school and you
know that this school is looking for an English teacher. Since your cousin is an
Education graduate with English as her specialization then you refer her to your
School Principal as one of the applicants for the job.
3
5.Educational institutions – these are good sources of young applicants or new
graduates who have formal training but with very little work experience. For
technical and managerial positions, schools may refer to some of their alumni
who may have the necessary qualifications needed for the said job positions.
For example, a University known for its successful Engineering Graduates is
looking for additional instructors in this field. And since they have their lists of
best graduates, they can hire some of their alumni to work with them.
6.Public and private employment agencies – this may also be good sources of
applicants for different types of job vacancies for they usually offer free
services while private ones charge fees from both job applicants and
employers soliciting referrals from them.
Some examples of public employment agencies in the Philippines are the
Philippine Overseas Employment Administration (POEA), the Department of
Labor and Employment (DOLE), etc. Private employment agencies like
Ephesians Human Resource Inc., Brilliant Minds Inc., and other employment
agencies that are recognized by the government.
Internal recruitment
Internal recruitment is a process of filling job vacancies through promotions or
transfers of employees who are already part of the organization. In other
words, recruitment is within the organization.
For example, you are working in an organization as an assistant supervisor for
three years already. Since your senior supervisor is about to retire, the
organization is hiring for his replacement but what they do is internal
recruitment. In this case, you as a qualified applicant for the position can
apply.
In simple words, external recruitment is looking for prospective applicants from
outside the organization while internal is from inside. Depending on the need
of the organization, they can have both methods of recruitment at the same
time.
4
Advantage and disadvantage of Internal and External Recruitment
Internal Recruitment
External Recruitment
Advantages
Advantages
• Cheaper and quicker to
• Outside people bring in new
recruit
ideas
• People already familiar with
• A larger pool of workers from
business and how it operates
which
to
find
the
best
• Provides opportunities for
candidate
promotion with in the business
• People have a wider range of
Disadvantages
experience
• The business already knows Disadvantages
the strengths and weaknesses
• Longer process
of the candidates
• More expensive process due to
• Limits number of potential
advertisements and interviews
applicants
required
• No new ideas can be
• The selection process may not
introduced from outside
be effective enough to reveal
• May
cause
resentment
the best candidate
amongst candidates not
appointed
• Creates another vacancy
which needs to be filled.
SELECTION
Selection is the process of choosing individuals who have the required
qualifications to fill the present and expected job opening. This is the second
component of staffing which includes the following steps:
1. Establishing the selection criteria – this includes the citation of the nature and
purpose of the job position which has to be filled. This may include the skills that
the company is looking for in an employee.
Here is an example:
Formal Education – i.e. Must be a college graduate
Experience and Past Performance – i.e. Must have at least five-year
experience in related work
Physical Characteristics – i.e. With pleasing personality
Personality Characteristics – i.e. hardworking
5
2. Requesting applicants to complete the application form – application forms
must be filled by the applicants with the necessary information that the
company is asking so that it will be easy for managers to decide whether the
applicants meet the minimum requirements or not.
3. Screening by listing applicants who seem to meet the set of criteria – this is the
time when the company’s human resource team will assess who among the
applicants meet the minimum criteria and who will proceed to the next step.
This is to minimize the cost of time spent in interviews with applicants who do
not meet the criteria for the job opening.
4. Screening interview to identify more promising applicants – this is the time
where shortlisted applicants will undergo a formal interview and will be
assessed more closely if he/she fits the job.
5. Interview by the supervisor/manager or panel interviewers – this is when the
supervisors/managers will assess if the applicants are well oriented with his/her
characteristics and abilities towards the job that he/she is applying for.
6. Verifying information provided by the applicant – this is done to check if the
applicants are not telling false information to the company.
7. Requesting the applicant to undergo psychological and physical examination
– this is very important because having a healthy mind and a healthy body is
important for good job performance.
8. Informing the applicant that he or she has been chosen for the position applied
for – this can be done verbally or in writing by the managers who give the final
decision regarding the applicant’s hiring. Final instructions regarding the
company’s rules and regulations for hiring an applicant must be given in this
step.
In the selection process, organizations do not find it easy. Some will have
different ways of selecting employees because it is difficult to know what is the
real performance of their people. Predicting their performance is difficult
because of the difference between what individuals can do at present to
what they can do in the future.
6
TRAINING AND DEVELOPMENT
Training refers to learning given by organizations to its employees that
concentrates on short-term job performance and acquisition or improvement
of job-related skills.
Development refers to learning given by organizations to its employees that is
geared toward the individual’s acquisition of his or her skills in preparation for
future job appointments and other responsibilities.
Why are training and development important in achieving success in today’s
organization? This is very important for every employee in an organization to
be properly equipped with the skills and abilities for them to be capable of
meeting the organization’s goals.
Newly hired employees need to be trained for them to develop their skills,
capabilities, characteristics and enhance their inter and intrapersonal relations
with their subordinates and workmates.
Before conducting the training, an organization analysis, task analysis, and
person analysis will be conducted by managers. Organization analysis may
include the analyses of effects of downsizing, branching out, conflicts with rival
companies, and others that may require training or retrain personnel. Task
analysis involves, for example, checking of job requirements to find out if all
these are being done to meet company goals. Person analysis determines
who among the employees need training or retraining. This is to avoid spending
on the training of employees who no longer need it.
In conducting training, a training design must be prepared first. Instructional
objectives that describe the knowledge, skills, and attitudes that employees
must acquire are included in this design. The objective must be aligned with
the company’s objectives. Trainee readiness and motivation is also a
consideration in making the design. They need to refer their design to the
trainee’s background knowledge and experiences.
7
Next, when the design is already complete, it is time for its implementation. This
may
include;
on-the-job
training,
apprenticeship
training,
classroom
instruction, audiovisual method, simulation method, and e-learning.
After implementation then the evaluation will follow. This is the moment when
the training program will be evaluated by the participants. Their reactions, their
learnings, and their way of behaving during the training will be gathered and
evaluated.
Employee development is a part of an organization’s career management
program and its goal is to match the individual’s development needs with the
needs of the organization. An employee must know himself or herself well, he
or she must be aware of his knowledge and capabilities, values, and interests
so that he or she could also identify the career pathway that he or she would
like to take.
As part of the organization's goal towards its employees, it will provide its
employees with the results of their evaluations, organization’s plans, or
direction that may be related to his or her career path. This is a very good
combination to blend the employee’s career development goals with the
organizational goals.
8
III. WHAT HAVE I LEARNED
POST TEST:
A. True or False. Write T if the statement is true and F if it is false.
1. Staffing is the same as planning.
2. Recruitment somehow is the same as with hiring.
3. The hiring process need not to follow steps.
4. Interviews are done after selecting the hired applicant.
5. Selection criteria are needed by managers in selecting the most fitted
applicant for the job.
6. It is a disadvantage for internal recruitment for being expensive and costly.
7. External recruitment includes tv advertisements, newspapers, and tabloid
posting.
8. Staffing includes recruitment and selection.
9. Training is important to enhance the employee’s capabilities.
10. Organizations have the same process of hiring.
9
REFERENCES
Cabrera,H. PhD, Altarejos, A, PhD, Benjamin, R., et al 2016. ORGANIZATION AND
MANAGEMENT. PASIG: VIBAL GROUP.
10
DEPARTMENT OF EDUCATION
SCHOOLS DIVISION OF NEGROS ORIENTAL
SENEN PRISCILLO P. PAULIN, CESO V
Schools Division Superintendent
FAY C. LUAREZ, TM, EdD, PhD
OIC - Assistant Schools Division Superintendent
Acting CID Chief
NILITA L. RAGAY, EdD
OIC - Assistant Schools Division Superintendent
ROSELA R. ABIERA
Education Program Supervisor – (LRMS)
ARNOLD R. JUNGCO
Education Program Supervisor – (SCIENCE & MATH)
MARICEL S. RASID
Librarian II (LRMDS)
ELMAR L. CABRERA
PDO II (LRMDS)
CHONA V. BONTIGAO
Writer
LITTIE BETH S. BERNADEZ
Lay-out Artist
_________________________________
ALPHA QA TEAM
GIL . DAEL
MARIA SOLEDAD M. DAYUPAY
MARIA ACENITH DESPI
JEE LIZA INGUITO
BETA QA TEAM
RICKLEOBEN V. BAYKING
LITTIE BETH S. BERNADEZ
GIL . DAEL
MARIA SOLEDAD M. DAYUPAY
MARIA ACENITH DESPI
JEE LIZA INGUITO
MERCYDITHA D. ENOLPE
RONALD G. TOLENTINO
DISCLAIMER
The information, activities and assessments used in this material are designed to provide accessible learning modality to the
teachers and learners of the Division of Negros Oriental. The contents of this module are carefully researched, chosen, and evaluated to
comply with the set learning competencies. The writers and evaluator were clearly instructed to give credits to information and illustrations
used to substantiate this material. All content is subject to copyright and may not be reproduced in any form without expressed written consent
from the division.
11
SYNOPSIS AND ABOUT THE AUTHOR
You will learn from this SLK
the process of hiring, how is it
done, what are the things that
you need to follow and
prepare.
This SLK will help you
understand how important
these
recruitment
and
selection process are as part of
an organization’s managerial
functions.
ANSWER KEY
PRE-TEST
ACROSS
1. ORGANIZATION
2. DEVELOPMENT
3. RECRUITMENT
DOWN
4. TRAINING
5. INTERVIEW
EVALUATION
A.
1. F
2. F
3. F
4. F
5. T
6. F
7. T
8. T
9. T
10. F
B. Answers may vary
This Self-Learning Kit (SLK)
is all about the process of
recruitment, selection, and
training employees.
AUTHOR
CHONA V. BONTIGAO received her Certificate of Professional
Education last March 2016 at St. Francis College of Guihulngan,
Guihulngan City, Negros Oriental. She was a graduate of
Bachelor of Science in Business Administration major in
Management Accounting at Asian College of Science and
Technology Dumaguete City last 2006. She is currently pursuing
her Master’s Degree major in Educational Management at Far
East Advent School of Theology International, Inc., in
Kabangkalan City, Negros Occidental. She is currently
teaching at Jimalalud National High School, Jimalalud Negros
Oriental handling Accountancy, Business and Management
(ABM) subjects. She is also the Career Guidance/ Guidance
coordinator of the said school.