The success of the organization is dependent to a major extent upon whether selection

of human resources has been made in an appropriate manner. In the appropriate selection of human
resources, it is vital to make sure that they are able to carry out their job duties in accordance to the job
requirements. The human resources of the organization need to be well-equipped in the implementation of
managerial functions of planning, organizing, directing, staffing, co-ordinating, controlling and leading.
Furthermore, they need to augment their knowledge, competencies and aptitude in terms of making use of
advanced techniques in the implementation of tasks and functions. The human resources are also required to
formulate measures and programs that are necessary for the effective functioning of the organization.
Therefore, it can be stated that human resources need to be well-equipped and proficient in leading to overall
functioning of the organization. The principles of recruitment and selection have been stated as follows:
(Chapter – IV. Recruitment and Selection Process, n.d.).

Clear Policy of Recruitment – The policy of recruitment must be definite and clear, so that it may be
manageable to put into operation the same. The main objective of the policy is to structure the methods and
procedures, necessary in the processes of recruitment and selection of human resources. Furthermore, the
individuals are assigned certain duties and responsibilities related to the processes of recruitment and
selection. It needs to be ensured that all the steps and processes are carried out in a methodical manner
(Kelleher, 2017).

Observation of Rules and Policies – Before formulation of the policies of recruitment and selection, it is
vital for the organization to generate awareness in terms of government rules, regulations and laws. These
need to be carefully understood by the members of the organization, before, they are implementing
recruitment and selection of human resources. Hence, it can be stated that observation of rules and policies
will facilitate the implementation of tasks and functions in a well-organised manner.

Recruitment Policy in accordance to the Organization – The recruitment policies have to be in

accordance to the goals and objectives of the organization. It is comprehensively understood that when the
hiring authorities are recruiting and selecting human resources, they need to ensure they possess the
essential knowledge, competencies and abilities that are needed for the effectual performance of job duties.
Furthermore, the policies need to be formulated in a manner, which may help in the recruitment and
selection of candidates, which may render a significant contribution in the achievement of organizational
goals.

Flexibility – Flexibility is an important factor, which helps in bringing about changes. For instance,
when recruitment and selection of individuals takes place for technical and clerical positions, it is essential
that they would need to possess computer skills and knowledge in terms of usage of other technologies, such
as, printers, scanners, photocopiers etc. But when there are implementation of training programs within the
organization, which provide them training in terms of various computer skills, then the recruitment and
selection of individuals is based on possession of basic technical skills. Furthermore, their skills can be honed
by getting enrolled in training and development programs that have been initiated by the organizations.

Impartiality – The recruitment policy must be such that fair selection of the candidates must be
assured. The candidates, who apply for jobs are different from each other on the basis of number of factors.
These include, caste, creed, race, religion, ethnicity, gender, age, educational qualifications, attitudes,
behavioural traits, and socio-economic background. When the candidates are to be recruited and selected, it
is appropriate to conduct the analysis of factors, which may enable them to carry out their job duties
satisfactorily. These include, educational qualifications, skills, aptitude and personality traits. On the other
hand, it is unlawful to discriminate on the basis of factors, such as, caste, creed, race, religion, gender, age,
ethnicity and socio-economic background.

Recruitment by Committee – The right to recruit the human resources need to be assigned to the
committee of capable, experienced, efficient, diligent and conscientious officers of the organization. The entire
work of the process of recruitment and selection would be carried out by the committee and not by any
individual officer. The right of recruitment is assigned to the committee in order to ensure fair selection of the
individuals is made.

Opportunity of Development to the Employee – When the individuals look for employment
opportunities in organizations, they have the primary objectives of making efficient use of their educational
qualifications and competencies, sustaining their living conditions in a better way, augmenting their career
prospects and achieving organizational goals. The employees will be able to achieve these goals and
objectives, when they are provided with the opportunities by the organization to depict as well as augment
their skills and abilities. Therefore, it can be stated, it is one of the indispensable principles of recruitment and
selection to provide opportunities of development to the employees.

Job Security – Job security is regarded as an essential aspect of the individuals at all levels. When the
human resources get recruited and selected within the organizations, they not only are required to augment
their knowledge and skills in order to implement their job duties satisfactorily, but they also need to ensure
that their job is secure. In order to promote job security, there are certain aspects that need to be taken into
consideration, these are, performing one’s job duties efficiently, maintaining good terms and relationships
with other members, augmenting communication, decision making and time management skills, maintaining
regular attendance, and making use of technologies, materials, and other resources in an efficient manner. It
is vital for all members of the organization at all levels to generate information in terms of factors to enhance
job security.

Promoting Consistency – Promoting consistency in the recruitment and selection processes will help
the individuals in implementing their job duties in a well-organized manner. They are able to ensure that they
make selection of right individuals in the right positions at the right time. The consistency principle states
that once one adopts an accounting principle or method, they need to continue to follow it consistently in
future. Only the changes taking place in the principle or method if the new version in some way improves
reported financial results. If such changes are to be implemented, then the members of the organization need
to make sure, consistency is promoted (The Consistency Principle, 2019).

Modernization of Production and Services – The modernization of production and services is not only
organizational and technical in nature, but also relies on the development of human resources and their skills
and aptitudes. Human resource management and training are regarded as crucial for the modernization of the
processes of recruitment and selection. In the present existence, with the advent of modernization and
globalization, the individuals are making use of scientific and innovative methods in the processes of
recruitment and selection. Therefore, it can be stated, modernization of production and services is regarded
as an important principle of recruitment and selection (Human Resources Management and Training, 2013).
 BASIS FOR
RECRUITMENT SELECTION
COMPARISON

Meaning Recruitment is an activity of searching Selection refers to the process of selecting

candidates and encouraging them apply the best candidates and offering them job.
for it.

Approach Positive Negative

Objective Inviting more and more candidates to Picking up the most suitable candidate and
apply for the vacant post. rejecting the rest.

Key Factor Advertising the job Appointment of the candidate

Sequence First Second

Process Vacancies are notified by the firm through The firm makes applicant pass through
various sources and application form is various levels like submitting form,
made available to the candidate. written test, interview, medical test and so
on.

Contractual As recruitment only implies the Selection involves the creation of

Relation communication of vacancies, no contractual relation between the employer
contractual relation is established. and employee.

Method Economical Expensive

3. opinionated

In Jim Collin’s book "Good to Great", he writes a lot about getting the “right people on the bus.” A successful
business starts with the company’s ability to find and hire the best people. When hiring, it is important for
companies to look not only at a candidate’s skills and experience but also at his ability to work with others
(teamwork), his ability to adapt to change and his communication skills (oral and written).

Recruiting

An effective recruitment process looks at internal and external candidates. Don't make the easier choice of
hiring a less appropriate person simply because they are an internal candidate. Encourage current
employees to recommend people for the job. According to a study by Development Dimensions
International the "Internet and employee referrals are the most popular and effective methods for
recruiting." Spend time researching which advertising method will target the audience you are hoping to
attract.

Selection

Decide exactly what skills you are looking for in an employee and tailor your interviewing and selection
process to hone in on people with those skills. Also, look at what strengths your current team is missing. If
you have five people who are great at written communications but struggle presenting to a large audience,
select a person who can help fill that gap. If you don’t find a match during the first round of interviews,
start again.

Training

Even the most qualified candidates may need training, however an effective recruitment and selection
process reduces the amount of time you will invest in training your new employee. On the other hand, if
you choose a candidate who is a great fit except they are missing some of the technical skills to do the job,
invest in her training. It will pay off in the long run. You can always train someone to do a specific task; it is
much harder to train soft skills, including dependability and flexibility.

Job Satisfaction

One benefit of choosing the right candidate for the job is his ability to work autonomously. An employee
who is not self-motivated or self-managed is a drain on management, the team and the company as whole.
Also, if the chosen candidate is not right for the job she may quit, forcing you to start the entire process
over. Appropriately chosen candidates experience greater overall job satisfaction and higher levels of
motivation.

Problem Avoidance

Ineffective employees cost money. Lots of time, energy and resources go into trying to make a mediocre or
poor employee a shining star. In many cases no amount training or coaching, encouragement or
reinforcement or even discipline can improve a difficult employee. Therefore, it is even more crucial to rely
on your well-developed hiring process to avoid future problems.
4.evidence

2020 PHILIPPINES BENEFITS SUMMARY

Holidays: Eleven (11) paid national regular holidays and Nine (9) national special holidays per year as
provided under Proclamation No. 845 (2020 Declared Holidays) Vacation: Thirteen (13) vacation leave, with
additional 1 day every year starting on the 3rd year of service and convertible to cash at the end of each year.
Maximum vacation leave is 18 days. Retirement: The plan is 100% funded by the company calculated at one
month’s base salary per year of service based on the employee’s latest basic rate upon normal retirement at
age 60, death or total and permanent disability. Early retirement benefit can be available to 10 years of
service equal to 50% of normal retirement benefit. Healthcare: The plan provides a comprehensive health
care coverage for employees and eligible dependents through Medicard’s accredited hospitals and doctors
nationwide. The annual premium for Principal/Employees is 100% shouldered by the company. For direct
dependents, OSPI covers 53% of the cost and the rest of the 47% is on employees account. The company also
maintains an onsite medical clinic manned by a company nurse per shift and a group of company doctors who
reports to the clinic six days a week on specified time schedules providing free medical consultations,
emergency medicines, minor and first-aid treatments and health counseling. As part of preventive health care,
free multivitamins are also provided to employees while on duty and all employees are required to undergo
an annual medical, dental and eye check-up conducted onsite. • Dental: Free dental benefits are likewise
provided with two (2) dentists alternately visiting the factory rendering unlimited dental consultations,
unlimited simple tooth extractions and permanent/temporary fillings, annual oral prophylaxis, re-
cementation of jacket crown inlays and onlays, simple adjustment of dentures and emergency treatments. •
Outpatient Medicine Reimbursement: The Company reimburses expenses for outpatient medicines for
employees and dependents. Out-patient medicines are 100% reimbursable while Php 2,000 per year is
provided for dependents. Approval of reimbursement requires submission of prescription and official
receipts. • Maternity Grant: Assistance is provided to regular female employees & legal spouse of male
employees: Php 3,000 for miscarriage; Php 1,500 for home delivery; Php 5,000 for normal delivery; 80%
(Employer) - 20% (Employee) for caesarian delivery. OTHER LEAVES: • Sick Leave: Twelve (12) days for the
first two years of service and additional 1 day every year starting on the 3rd year. Maximum total sick leave is
15 days. All unused leave are convertible to cash at the end of the year. • Paternity Leave: All married male
employees are eligible for 7 working days up to four (4) child birth including miscarriage of legitimate spouse
to be availed within sixty (60) days from delivery/miscarriage. • Bereavement: Three (3) days applicable to
immediate family member which includes the employee’s children, parents, grandparents, brother, sister,
spouse, and parents-in-law. • Solo Parent Leave: Seven (7) working days • Calamity Leave: Two (2) days leave
for employees who were affected by flood, fire and typhoon (must be supported by a Government
proclamation or may be declared by the Company) • Magna Carta for Women (Special Leave): Sixty (60)
calendar days leave. This is given to all female employees who underwent surgery caused by gynecological
disorders and who have rendered at least six (6) months continuous aggregate employment service for the
last twelve (12) months prior to surgery. • Leave for Victims of Violence against Women and Their Children:
Ten (10) days leave benefit shall cover the days that the woman employee has to attend to medical and legal
concerns. The usage of the ten-day leave shall be at the option of the woman employee. In the event that the
leave benefit is not availed of, it shall not be convertible into cash and shall not be cumulative.
5. satisfy

1Read workplace theories pertaining to employees’ intrinsic rewards, motivation and employee recognition.
Explore the two-factor theory espoused by professor and management consultant Frederick Herzberg, who
states that workplace motivation and employee recognition are effective in satisfying employees’ needs and
improving employees’ attitudes about work.

2Analyze employee opinion survey results for responses that indicate the level of employee job satisfaction.
Look for answers to questions about motivation, morale, recognition and achievement. Note specific
responses from employees who believe they have been passed over for promotions or who believe the
recruitment and selection process for promotions is skewed or unfair.

3Obtain an employee census. Sort the list of employees according to tenure and occupation or job title.
Conduct an extensive review of individual employee performance, including applications for promotions and
requests for transfers. Double-check promotion decisions to ensure suitably qualified employees have been
promoted in the past.

4Review your workforce strategy and compare it to your current and future business needs. Research
employment trends concerning labor market shortages and possible saturation. Study your company’s
retention and turnover statistics to determine whether your organization is at risk for losing valuable talent.
Construct a succession plan based on forecast openings within the organization and develop a promotion-
from-within policy.

5Discuss current job vacancies with a recruiter or employment specialist; post internal vacancies throughout
the workplace. Meet with managers to discuss future job vacancies and get their input on employees who may
be qualified for promotion. Identify high-performing employees as well as employees with high potential.
Confer with training and development specialists about in-house and off-site leadership training, workshops
and seminars to prepare employees for promotion.
6. separate governing body

Conclusion

Recruitment and selection are regarded as essential aspects in functioning of the

organization. The organization needs to ensure right individuals are selected in the right positions at the
right time. Furthermore, it needs to be ensured that they possess the essential educational qualifications,
competencies and abilities to carry out their job duties in a well-organised manner. Whereas, in the selection
processes, the individuals are required to go through various stages, which may enable them to make
selection of suitable employees. The recruitment and selection processes needs to take into consideration
various stages, these are, job vacancy, job analysis, attracting candidates, screening candidates, interviewing
candidates, selecting and appointing candidates, induction and training and employee evaluation. In the
implementation of these stages, it is vital for the members of the organization to generate awareness in terms
of various factors that may enable them to carry out the tasks of recruitment and selection in an appropriate
manner.

The sources of recruitment are of two types, internal and external. In internal sources, recruitment
consist of personnel, already employed within the organization. Whereas, external sources are, when
recruitment of individuals takes place from outside. In understanding the principles of recruitment and
selection, the main factors that need to be taken into account are, clear policy of recruitment, observation of
rules and policies, recruitment policy in accordance to the organization, flexibility, impartiality, recruitment
by committee, opportunity of development to the employee, job security, promoting consistency and
modernization of production and services. When the recruitment and selection of human resources takes
place, it is vital to ensure that they are well-aware of pioneering methods that are used in the production
processes in terms of products and services. This is one of the major reasons that experienced individuals are
preferred. The processes of recruitment and selection takes place throughout the functioning of the
organization and members of the organization need to carry them out efficiently.