Chapter 8: RECRUITMENT AND EEO 2.

QWL

After structuring company / organization, the next step is to Hire individuals that will fit well with the company
conduct recruitment activities. culture and the values to enhance job satisfaction. When
a job person fit, you're going higher job satisfaction,
Recruitment - is generally defined as searching for and
better team dynamics and a higher overall work-life
obtaining qualified job candidates in sufficient numbers such
balance, contributing to a more positive, motivated, and
that the organization can select the most appropriate people
a loyal workforce.
to fill its job needs.
3. Legal Compliance
Recruitment is specifically the set of activities and processes
used to legally obtain a sufficient number of the right people Recruitment must align with employment laws and
at the right place and time so that the people and the equal opportunity guidelines. It has already been
organization can select each other in their own best short-run released by the ILO or the International Labor
and long-run interest Organization which standards should be followed for
equal employment opportunity and it’s already written in
Critical aspects of Recruitment: the labor code for private organizations as well as in the
Philippines we have the civil service commission laws and
→ Awareness of job market conditions memorandum issue. In the workforce, there should be
equal chance of opportunity and the basis for hiring
Understand the current labor market trends to help
should not be based on gender.
employers anticipate candidate availability, salary and
competition Compliant hiring practices protects the organization from
legal issues and support a diverse equitable workplace so
→ Effective recruitment materials
there are certain characteristics or attributes of a person
Clear, engaging job descriptions. Ads and company profile during selecting process thus you should see that you are
should be able to attract qualified candidates and must not engaged in discrimination
reflect the organization values and portray the role
HRIS helps to tie 3 activities:
→ Integrated recruitment program
1. Recruitment
Combine recruitment efforts with broader HR strategies 2. Personnel planning
like workforce planning and talent development. It should 3. Job analysis
create consistency, efficiency, alignment with your  Interconnected to one another
organizational goals.
Legal requirements affect:
→ Obtaining qualified applicants
1. Hiring - fair and discriminatory hiring processes, ensuring
Attracting individuals with the correct skills and that all candidates are assessed based on merits
experience, as well as the cultural fits. This often requires
targeting specific sources and refining messaging. 2. Firing - termination procedures must follow due process
and comply with labor laws or you're going to risk
→ Evaluation of recruitment sources and methods wrongful dismissal claims. There should be
Assess which of the recruitment channels you use, like job documentations, incident reports and just reasons. There
boards, referrals, or agencies, that will help you optimize should be adherence to company policy which are critical
recruitment strategies, reduce costs, and improve hiring in order for you to avoid legal repercussions. These
outcomes over time. This is to ensure that resource policies are communicated to employees because
allocation is also used appropriately. Otherwise, you don't knowledge of these policies is going to help guide them
do evaluations, one will be wasting money, time and effort as to the proper behaviors and what is expected of them
during the process in the organization

Recruitment serves 3 strategic purposes: 3. Health and safety – Uphold OSH (Occupational Safety
and Health). These are standards that needs to be
1. Productivity
followed and this will include creating a safe work
Employees must be capable, efficient, and are
environment and informing recruits of potential risks or
aligned with company goals. This will boost their overall
required safety practices during the onboarding process.
performance, reducing training time, and minimizes
errors leading to higher productivity across the board.
4. Compensation - must comply with minimum wage laws. Recruitment process can be evaluated by:
Recruitment offers should also reflect transparent, lawful
1. Surveys
pay structures to avoid wage disputes.
2. Cost benefit analysis
3. Comparisons of different methods utilized

SOURCES AND METHODS FOR OBTAINING JOB APPLICANTS

Internal methods for obtaining job applicants include: EXPANDING CAREER AND JOB OPPORTUNITIES

1. Promotion - cost effective and reduce onboarding Organizations can become attractive by:
time since the individual is already familiar with the
Knowing labor market conditions. What we can do:
organization
2. Demotion - employee isn't meeting expectations in 1. Enhancing career opportunities
their current role but still holds value for the 2. Reducing job sex typing
company. it retains the talent while ensuring role fits. 3. Offering child care assistance
3. Transfer - helps balance workforce needs develops
employee versatility and keeps talent within the Alternative work arrangements include:
company
1. Standard work schedules
- Monday to Friday routine
Advantages of internal promotion include: 2. Flextime schedules
- employees choose their start and end times within
1. Highly qualified candidates a set range
2. Security - boosts employee morale and loyalty 3. Compressed work week
3. Cost-efficiency - work longer hours over fewer days. 4 days work, 3
days off.
Disadvantages of promotion from within include:
4. Permanent part-time
1. Infighting - hold long-term positions but work fewer hours than
2. Inbreeding full-time staff
- Relying only on internal talent which can limit 5. Job sharing
innovation. - two employees share the responsibilities of one
3. Lack of varied perspective full-time job, each working part-time. It supports
- May create a narrow viewpoint that might limit work-life balance and allows businesses to retain
creative thinking and problem solving. skilled workers who also need fewer hours of work.
6. Industrial and electronic cottages
External sources of obtaining job applicants:
- remote or home-based work
1. Walk-ins
Advantages of flextime schedule:
2. Employment agencies
3. Temporary help agencies 1. Decreased absenteeism - employees are less likely to
4. Trade associations and unions miss work because they can adjust their hours to
5. Schools handle personal matters without taking time off.
6. Aliens 2. Enhance morale - makes employees feel trusted and
valued
External methods of obtaining job applicants:
3. Better labor management relations - reduce tension
 Mas expensive cause makes use of several mediums and foster a more cooperative relationship between
such as: employers and employees
1. Radio and television 4. Participation in decision making
2. Newspapers and trade journals 5. Self-control - increase personal accountability
3. Computerized services 6. Discretion - encourages autonomy while still meeting
4. Acquisitions and merges organizational goals.
 mapalit