Recruitment in Business Administration

1. RECRUITMENT
All You Need to Know

2. TODAY'S
DISCUSSION
KEY TOPICS
What isrecruitment?
External and Internal Recruitment
Methods of External and Internal Recruitment
External Recruitment Advantages
External Recruitment Disadvantages
Internal Recruitment Advantages
External Recruitment Disadvantages
PERSONNEL MANAGEMENT |2019

3. Hire Character. Train Skill.
Peter Schutz
WORDS OFINSPIRATION

4. In the event of job opening,
administrators must be careful when
recruiting and choosing who to bring into
the organizations.
They must see to it that their new
recruit possesses the knowledge and skills
needed to be successful in helping their
company achieve their set goals and
objectives and that he or she ii qualified for
job position and the job design
RECRUITMENT
AN INTRODUCTION
Personnel Management: Recruitment |2019

5. A set of activities
assigned to attract
qualified applicants for
job position vacancies in
the organization.
RECRUITMENT
Personnel Management: Recruitment |2019

6. INTERNAL MANAGEMENT
Filling job vacancies can be done through
promotions or transfer of employees who are
already part of the organization. In other
words, recruitment is from within the
organization.
EXTERNAL MANAGEMENT
Outside sources are considered in the
process of locating potential individuals who
might want to join in the organization and
encouraging them to apply for actual or
anticipated job vacancies.

7. EXTERNALAND
INTERNALRECRUITMENT
METHODS OF
Howare we recruited?

8. M E T H O D S
ADVERTISEMENT
through websites,
newspapers, trade
journals, radio,
television, billboards,
posters, e-mails, and
others.
1
INTERNET
RECRUITING
There are thousands
of independent job
boards on the Web
commonly used by job
seekers and recruiters
to gather and
disseminate job
opening information.
2
UNSOLICITED
APPLICANTS
Received by
employers from
individuals who may
or not be qualified
for the job
openings.
3
EMPLOYEE
REFERRALS
Are recommendations
from the
organization’s present
employees usually
refer friends and
relatives who they
think are qualified for
the job.
4

9. ONLINE
ADVERTISING

10. INTERNET
RECRUITING

11. EXECUTIVESEARCH
FIRMS
Also known as “head
hunters”; they help
employers find the right
person for a job. Such firm
seek out candidates with
qualifications that match
the requirements of the job
openings that their client
company hopes to fill.
EDUCATIONAL
INSTITUTIONS
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
some of their alumni who may
have the necessary
qualifications needed for the
said job positions.
5 6

12. Executive Search
Firms

13. EDUCATIONAL
INSTITUTIONS

14. PROFESSIONAL
ASSOCIATIONS
May offer
placement
services to their
members who
seek
employment.
7
LABOR
UNIONS
Possible sources
of applicants for
blue-collar and
professional jobs.
8
PUBLIC AND PRIVATE
EMPLOYMENT
AGENCIES
Public employment
agencies usually offer
free services while
private ones charge fees
from both the job
applicant and the
employers soliciting
referrals from them.
9
M E T H O D S

15. Most managers prefer to
follow a policy of filling job
openings though promotions
and transfer.
Inthis way, they lessen the
chances of losing the
organization’s top
performers.

16. Recruitment may be done by:
Using the company
bulletin boards.
Company Intranet
Recommendations from
department or unit heads,
among others.
Company
Newsletter

17. EXTERNAL RECRUITMENT
ADVANTAGES

18. 1. Advertising and recruiting through the
Internet reaches a large number of
possible applicants and, therefore,
increase the possibility of being able to
recruit applicant suited for the job.
2. Advertising and recruiting through the
Internet reaches a large number of
possible applicants and, therefore,
increase the possibility of being able to
recruit applicant suited for the job.

19. 3.Employee referrals from outside
sources are believed to be high-quality
applicants because employees are
generally hesitant to recommend persons
who are not qualified for job openings.
4.Executive search firms usually refer
highly qualified applicants from outside
sources because they make an effort to
check applicants’ qualifications before
recommending them to client firms who
pay for their services.

20. EXTERNALRECRUITMENT
DISADVANTAGES

21. 1. The cost and time required to
external recruitment are the typical
disadvantages of using this
recruitment method. Advertising job
openings and the orientation and
training of newly hired employees
from outside sources, as well as
sorting out large volumes of solicited
or unsolicited job applications
present challenges in budgeting time
and money.

22. 2. The possibility of
practicing bias or entertaining
self-serving motives in the
referral of friends and relatives
by current employees and in the
recommendation of private
employment agencies of job
applicants.

23. INTERNALRECRUITMENT
ADVANTAGES

24. 1. Less expenses are
required for internal
recruitment advertising;
newsletters, bulletin boards,
and other forms of internal
communication may
disseminate information to
current employees interested to
apply for job openings within
the company.

25. 2. Training and orientation
of newly promoted or
transferred current employees
are less expensive and do not
take too much time since they
are already familiar with
company policies.

26. INTERNALRECRUITMENT
DISADVANTAGES
Let us help you!

27. 1. The number of
applicants to choose
is limited.

28. 2. Favoritism may
influence a manager
to recommend a
current employer for
promotion to higher
position.

29. Organization and
Management,
Cervera Chapter 5
pp.54-56
REFERENCE:

30. MEET OUR
GROUP REPORTERS
Robbie Liza E. Caytiles
Egaña National High School
JHS Teacher I
Arnie S. Mirasol
Antique Vocational School
SHS Teacher II
Kyna L. Grasparil
Bongbongan I Elementary School
Teacher I