THE PROCESS OF RECRUITING, SELECTING, AND

TRAINING EMPLOYEES
Steps in Hiring Employees effectively

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.
A. 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.
Six 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.
1. 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.

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.
1. 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.
1. 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.

B. 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.

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

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.

TRAINING AND DEVELOPMENT

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.

Before conducting the training, an organization analysis, task analysis, and person analysis
will be conducted by managers.
1. 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.
2. Task analysis involves, for example, checking of job requirements to find out if all these
are being done to meet company goals.
3. 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.
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.