RECRUITMENT & SELECTION OF

HUMAN RESOURCES
Leader Development First Diligence Academy
Elements of Learning
LO1. Understand prescribed qualification &
competencies of TVET Trainer & staff
LO2. Know the stages of recruitment & selection
process & approaches.
LO3. Outline legal & ethical principles in
recruitment
Leader Development First Diligence Academy
Recruitment
The process of generating a pool of qualified
candidates for a particular job. It is a process of
discovering potential candidates.

Leader Development First Diligence Academy

Selection
The process following the recruitment with the
appointment of the most suited applicant to the
position.

Leader Development First Diligence Academy

How to choose the right candidate

“Hire people smarter than you and get out of

their way.”

Anonymous

Leader Development First Diligence Academy

Recruitment Goals

1 Attract the qualified applicants.

2 Encourage the unqualified applicants to self-
select themselves out.

Leader Development First Diligence Academy

Organization Recruitment
Process Request
Manpower

Make Prepare /
Offer Check JD

Back- Source out

ground qualified
checks applicants

Prepare
Screen
Interview /
Qualified
Selection
Applicants
Guide

Leader Development First Diligence Academy

Request Manpower

Personnel
Action
Sheet

Leader Development First Diligence Academy

Prepare/Check Job Description
-hiring a trainer is based on the Self Assessment Guide of
the program to offer, mainly, the NC and the TM1
qualifications
-identify the functions of the job, define and describe the
duties and responsibilities of the position, include
required regulatory training, develop and document
objective criteria for the selection process
Leader Development First Diligence Academy
Prepare/Check Job Description
-obtain HR/Top Management confirmation of position
level and salary range.

Leader Development First Diligence Academy

Prepare/Check Job Description

Trainer

Leader Development First Diligence Academy

Prepare/Check Job Description

Staff

Leader Development First Diligence Academy

Source out qualified applicants

-done upon receipt of the approved requisition (PAS) through:

Internal and external Job Posting; Referrals; Ads
-shortlist application
-heads indicate the instruction whether the newly hired is a
direct or agency hired.
-make sure that advertisement is compiled based on criteria
specified in the job description

Leader Development First Diligence Academy

Prospects Source
1 Internal
2 External

Leader Development First Diligence Academy

Internal Prospecting

• Job posting
• Promotion and transfers
• Employee referrals
• Re-recruiting former employees and applicants
• Internal recruiting database

Leader Development First Diligence Academy

Internal Prospecting
ADVANTAGES
Morale of promotee
Better assessment of abilities
Lower cost for some jobs
Motivator for good
performance
Causes a succession of
promotions
Have to hire only at entry level
Leader Development
DISADVANTAGES
Inbreeding
Possible morale problems of
those not promoted
”Political” infighting for
promotions
Need for management
development program
First Diligence Academy
External Prospecting

• Schools (Colleges and Universities)

• Labor unions
• Media sources
• Employment agencies
• LGUs
• Head hunters

Leader Development First Diligence Academy

External Prospecting
ADVANTAGES
New “blood” brings new
perspective
Cheaper and faster than
training
Professionals
No group of political supporters Longer “adjustment” or
in company
Organization already
May bring new industry insights
Leader Development
DISADVANTAGES
May not select someone who
will ”fit” the job or organization
May cause morale problems for
internal
Candidates not selected
orientation time
First Diligence Academy
Good sources of applicants

• Schools (Colleges and Universities)

• Labor unions
• Media sources
• Employment agencies
• LGUs
• Head hunters

Leader Development First Diligence Academy

Prepare interview selection guide

-the HR and Academic Dean shall prepare together the interview

selection guide.
-both of them shall adhere to the standards of competence as
prescribed by the TR as minimum guidance.
-must look for direct and indirect evidences of competence.
-minimum guide is how an Assessment is done.

Leader Development First Diligence Academy

Selection Criteria

-use the job description or SAG and other relevant criteria

established by the HR (including education, experience,
essential skills, abilities and competencies) to screen
applications and aid in the selection process.

Leader Development First Diligence Academy

Prepare interview selection guide

Leader Development First Diligence Academy

Prepare interview selection guide

Leader Development First Diligence Academy

Screen qualified applicants

-conduct a preliminary interview

-conduct screening and aptitude and personality tests
-applicant who pass the prelims will be interviewed by the HR.
-Academic Dean shall conduct the competence interview (it can
be done together with the HR)

Leader Development First Diligence Academy

Strategic Staffing Decisions

STAFFING DESCRIPTIONS
1 REGULAR EMPLOYMENT Continuous, predictable, and scheduled employment of 6 months duration of longer.
Full time is usually 8-5 schedule
2 PER PROGRAM Work is dependent on the training program given by the school. This is usually done
EMPLOYMENT when the school conducts training according to TVET method of instructions. They are
also considered as independent contractor sometimes.
3 INDEPENDENT Performs specific services on a contract basis used in a number of areas, including
CONTRACTORS building maintenance, security and advertising/public relations.
4 PROFESSIONAL An employer signs an agreement with an employee leasing company, after which the
EMPLOYER existing staff is hired by the leasing firm and leased back to the company. For a fee, a
ORGANIZATIONS AND small business owner turns his or her staff over to the leasing company, which then
EMPLOYEE LEASING writes the salary or wage, pays the taxes, prepares and implements HR policies, and
keeps all the required records.

Leader Development First Diligence Academy

Background/Reference Checks

-Call previous employer (immediate past)

-Call reference
-Check social media accounts
-Confirm address (ask the applicant to draw address sketches)
-When able, call a Barangay official where the applicant is
residing
-Check for criminal records.

Leader Development First Diligence Academy

Employment Offers

-employment offers should be made after the expiration of the

posting period.
- A letter of offer is given to the successful applicant.

Leader Development First Diligence Academy

Make offer

Leader Development First Diligence Academy

Make offer

Leader Development First Diligence Academy

Make offer

Leader Development First Diligence Academy

After Offer | Documentation & Record Keeping

Once the applicant has completed all requirements, the

new employee will then be forwarded to Training
Department for Job Induction or Onboarding
Undertaking. File employee files will then be placed to
the 201 Filing System.

Leader Development First Diligence Academy

After Offer | Documentation & Record Keeping

The HR shall inform the non-selected applicants by oral or

written notifications who were interviewed.
Make sure all relevant documents are kept in the record.
All employees must sign intellectual property rights
agreement.

Leader Development First Diligence Academy

Ethics in hiring, staffing and recruitment

It is based on a combination of things and depends on

who is actually involved in the hiring process. Certainly
the job searcher, hiring manager and recruiter are just
three possible people involved in a hiring decision.

Leader Development First Diligence Academy

Principle to remember

As there is no policing agency that oversees recruiting

practices, ethics must be self-enforced.

Corporate core values help maintain ethical practices in

recruitment.

Leader Development First Diligence Academy

Code of Ethics for employers

• Treat all jobseekers equally

• No discrimination based on race, origin, religion, or political
views, gender, age or sexual orientation. Do not request job
seekers to include their photos in the resume
• Rely only on relevant and job-related information when
making hiring decisions.

Leader Development First Diligence Academy

Code of Ethics for jobseekers

• Ensure resume accuracy

• Accept and expect employment history verification
• Assume personal responsibility for publishing resume,
pictures and other.

Leader Development First Diligence Academy

Ethical Considerations: Decision-Making &
Employment
Recruitment and selection is an area of decision-making that
requires thorough attention, accompanied by best practice
guidelines to ensure that risks of corruption and unfair
practices are minimised.

Leader Development First Diligence Academy

Best practice guidelines in recruitment and
selection
Best practice can be viewed as a well defined procedure,
technique, method, process, activity, incentive or reward
that is known to produce near optimum results.

Leader Development First Diligence Academy

Key set of values

Impartiality—all stages of the recruitment process should be

impartial and objective in its execution
Accountability—all stakeholders in the recruitment process
should be accountable for all their decisions and ensure
proper record keeping to support such decisions
Competition—the pool of potential candidates must be
maximised to the extent that it is practical and appropriate

Leader Development First Diligence Academy

Key set of values

Openness—decision-making processes should be transparent

wile maintaining confidentiality with regards to the
candidates.
Integrity—recruitment and selection practices must be carried
out in accordance with relevant guidelines, codes and rules.

Leader Development First Diligence Academy

Remember this

Make quality a lifestyle and this will guide you to have quality
recruits, eventually, quality employees.

Leader Development First Diligence Academy