Simplified Course Pack (SCP) For Self-Directed Learning: HRM102 - Recruitment and Selection

ST.
JOHN PAUL II COLLEGE OF DAVAO
COLLEGE OF BUSINESS ADMINISTRATION
Physically Detached Yet Academically Attached
SIMPLIFIED COURSE PACK (SCP) FOR SELF-DIRECTED

LEARNING
HRM102 – Recruitment and Selection
This Simplified Course Pack (SCP) is a draft version only and may not
be used, published or redistributed without the prior written consent of
the Academic Council of SJPIICD. Contents of this SCP is only intended
for the consumption of the students who are officially enrolled in the
course/subject. Revision and modification process of this SCP are
expected.
Vision
By 2023, a recognized professional institution providing quality,
economically accessible, and transformative education grounded on
the teachings of St. John Paul II.
SCP-HRM102 | 1
ST. JOHN PAUL II COLLEGE OF DAVAO

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meaningful community-oriented researches, guided by the ideals of
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Course Code/Title HRM102/ Recruitment and Selection
This course deals with the fundamental methods of attracting new
talents needed by the organization with emphasis on effective
Course Description sourcing of manpower, selection of prospective employees,
matching job requirements with qualification of applicants in the work
place to facilitate their integration in the new business environment.
Course Requirement Interview Process Template
Time FramePrelim Period
SCP-Topics: 54 Hours
“Based 40” Cumulative Averaging Grading System
Essentials of recruitment and Periodical Grading = Attendance (5%) + Participation (10%) + Quiz (25%) + Exam
WeekGrading
1 System
selection (60%)
Final-Final Grade = Prelim Grade (30%) + Midterm Grade (30%) + Final Grade (40%)
Contact
Week 2
Details
Profiling the role
Instructor Jenmark John F. Jacolbe (09129765286)
Dean/Program Head Brian Shane M. Cortes, MBA (09291777303)
Week 3 Profiling the role (Continuation) Course Map
Thesis Writing1- Simplified Course Pack (SCP)

Week 4 Recruitment strategies
Week 5 The selection process

SCP-HRM102 | 2
Week 6 Preliminary Examination

SCP- Topics: Final Period

Week 13 Opening the interview

SCP- Topics: Midterm Period
Week 14 Discuss the offer
Course Outcomes
1. Discuss how to attract Structuring
Week 7the best Interview
people in the organization
2. Discuss the essential retention strategies Rating candidates and making a
3. Describe the validity with regards to online recruiting Week 15
decision
4. Explain the requirements for matching the qualifications of the applicants
5. Conduct actual Week 8
requirement Developing interview questions
and selection
.
Week 16 Making a good start
Welcome Aboard!
This course covers Week 9 Developing Listening skills during
the interview
topics on the Evaluating and improving the
Week 17
fundamental interview process
methods of Week 10 Preparing the interview pt 1
attracting new
Week 18 Final Examination
talents needed by
the organization. Week 11 Preparing the interview pt 2
The students will be oriented with
the strategies and techniques to fill
vacant positions at Week 12 Midterm Examination the right time with
qualified new hires who will help
organizations achieve their business plans and operational
objectives for a given period.
SCP-TOPICS: PRELIM PERIOD TOPICS

Week 1 Essentials of Recruitment and Selection
Lesson Title Recruitment and Selection Process
Identify the main stages in the recruitment and selection
Learning Outcome(s)
process.
Time Frame
At SJPIICD, I Matter!
LEARNING INTENT!
Terms to Ponder
SCP-HRM102 | 3

This
section provides meaning and definition of the terminologies that are
significant for better understanding of the terms used throughout the
simplified course pack of Recruitment and Selection. As you go through
the labyrinth of learning, in case you will be confronted with difficulty of
the terms refer to the defined terms for you to have a clear picture of the
learning concepts.
Recruitment is the process of identifying, screening, shortlisting
and hiring of the potential human resources for the purpose of filling up
the positions within the organizations (Recruitment and Selection,
2016).
Selection is the process of picking or choosing the right candidate,
who is most suitable for the job. It is the process of interviewing the
candidates and evaluating their qualities, which are necessary for a
specific job and then selection of the candidates is made for the right
positions (Recruitment and Selection, 2016).
Job posting refers to the practice of publicizing and displaying
advertisements of an open job to the employees (Richardson, n.d.).
Essential Content
Recruitment and Selection Concept: Recruitment is called a
positive process with its approach of attracting as many candidates as
possible for the vacant positions. It is the process of identifying and
making potential candidates to apply for the jobs. On the other hand,
selection is called a negative process with the elimination of many
candidates as possible. There are numerous individuals, who apply for
the jobs, but selection is made only of those individuals, who are
qualified and proficient. Selection is important, the reason being, hiring
of good resources can help in increasing the overall performance of the
organization. Both the processes of recruitment and selection are
considered important for the effective functioning of the organizations
and they take place simultaneously. They are imperative for growth and
development of the organization (Recruitment and Selection, 2016).
Significance of Recruitment and Selection: The recruitment
and selection of the individuals within the organizations result from a
thorough and a systematic process. The employees need to possess
complete knowledge of the strategies and methods that are required to
get implemented for recruitment and selection. Legislation and good
SCP-HRM102 | 4

practice
and the range of recruitment sources and selection methods as well as
possessing the skills and abilities in interviewing and evaluating
potential employees highlight the significance of recruitment and
selection (Chapter 5, 2010). The areas that highlight the significance of
recruitment and selection have been stated as follows:
When job vacancies arise within the organizations, then the
employers give due consideration to the recruitment and selection
processes. These processes enable the employers to identify and analyze
the positions that are required to get filled in order to achieve the
desired goals and objectives. Vacant positions within the organizations
signify the lack of human resources and these are regarded as barriers
within the course of implementation of tasks and in the achievement of
goals and objectives. Thus, whether it may take place on an immediate
basis or may be a time consuming process, importance of these
processes is recognized during the time of job vacancies.
Factors affecting Recruitment and Selection: The factors
affecting recruitment and selection are organized into the internal and
the external categories. The internal factors have been stated as follows:
(Recruitment and Selection, 2016).
 Size of the Organization - The size of the organization is one of
the most important factors affecting the recruitment process.
To develop business, recruitment planning is mandatory for
hiring more resources, which will be crucial in the
management of future operations.
 Recruitment Policy - Recruitment policy of an organization,
includes hiring from the internal or external sources of
organization. It is an important factor, which affects the
recruitment process.
 Image of the Organizations - Organizations having a good
positive image in the market can easily attract competent and
proficient resources.
 Image of Jobs - Just like the image of the organization, the
image of jobs contribute a critical role in the recruitment and
selection processes.
The external factors have been stated as follows:
(Recruitment and Selection, 2016).
SCP-HRM102 | 5
Physically Detached Yet Academically Attached 

Demographic Factors - Demographic factors are related to the
characteristics of potential employees such as, their age,
religion, educational qualifications, gender, occupation,
economic status, and place of location.
 Labor market – Labor market exercises control on the demand
and supply of labor. For example, if the supply of people
having specific skills and abilities is less than the demand,
then the hiring will require more efforts. On the other hand, if
the demand is less than the supply, then hiring will be
relatively more manageable.
 Unemployment rate – If the unemployment rate is high in a
specific area, hiring of human resources will be simple and
manageable, as there will be an increase in the number of
applicants.
 Labor laws – Labor laws reflect the social and political
environment of the market, which are created by the central
and the state governments. These laws dictate the
compensation, working environment, safety and health
regulations, and the job duties of the workforce, for different
types of employments.
 Legal considerations – Job reservations for different castes
such as Scheduled Tribes, Scheduled Castes, and Other
Backward Classes are the best examples of legal
considerations. These considerations, passed by government,
will have a positive or negative impact on the recruitment
policies of the organizations.
 Competitors – When organizations in the same industry are
competing for the best qualified resources, there is a need to
analyze the competition and make provision of the resources
packages that are finest in terms of the industry standards.
 Equal Opportunity – When recruitment and selection of the
employees take place, then it is vital to take into
consideration, equal employment opportunities for the
individuals (Klug, 2017).
Recruitment and Selection Process: It is important that the
job announcements should be made available to all the employees.
Satisfactory job postings can ensure that minority workers and
SCP-HRM102 | 6

other
individuals belonging to disadvantaged groups and economically
weaker sections of the society are aware of the opportunities within
the organization (Gusdorf, 2008).
 Job Vacancy – The first step is when vacancy arises within the
organization. One should be aware of the vacant positions and
by when they should get filled with capable employees. Job
vacancy enables the individuals to determine the factors, such
as, redesigning, or initiating part time employment
opportunities for the individuals.
 Job Analysis – Two main factors need to be taken into
consideration regarding job analysis. First is expectation of the
employers from their employees, within the organization, the
employers have certain expectations from their employees
regarding performance of job duties, and they expect them to
inculcate the traits of regularity, diligence, resourcefulness,
conscientiousness and creativity. The other areas that need to
be taken into consideration are the characteristics of the job.
These include, training, work experience, skills and
knowledge, physical attributes, personality traits,
communication skills and personal circumstances.
Development and utilization of well-structured questions
based on the profile of the employees will help in getting the
better insight of the true personality of the candidate.
 Attracting Candidates – In attracting candidates for the jobs,
there are two important sources that need to be taken into
consideration, internal recruitment and external recruitment.
In the case of internal recruitment, the following advantages
are, it reduces recruitment costs, internal employees are
already familiar with all the aspects of the organization, its
goals, objectives etc.
 Screening Candidates – The purpose of the screening process
is to narrow down the field, so that one is able to spend more
time with the candidates for formal interviews. Large numbers
of applications are received for the positions, and all the
applicants are not called for the interviews, hence, it is vital for
the employers to screen the candidates to select the most
suitable ones for the interviews.
SCP-HRM102 | 7
Physically Detached Yet Academically Attached 

Interviewing Candidates – The important aspects that need to be
taken into account for interviewing candidates include,
ensuring that proper notice is given regarding the date and
time of the interview, ensuring that the candidates are aware
that they should reach the premises on time, ensuring that
they are clear where to go and whom they should contact on
arrival and ensuring that they are aware of the documents
that need to be brought along in the interview.
 Selecting and Appointing Candidates – The methods of
selecting and appointing candidates are different in various
organizations. The procedures generally include the steps,
such as, the selection of the candidate, verbal communication
of his or her appointment, medical completed if appropriate,
sending of appointment letters and signing the contract.
 Induction and Training – Induction is the process of receiving
and welcoming of the employees, after they have been selected
and providing them the required training needed to settle
down adequately. Induction has three aims, to smooth the
early stages, when everything is likely to be extraordinary and
unfamiliar to the new employees. To establish a positive
attitude of the organization within the mind-sets of the
employees, so that they are likely to stay for a long term and to
obtain effective output from new employees in short period of
time.
 Employee Evaluation – Monitoring the performance of the
employees is an essential aspect within the organization. It is
necessary to evaluate the employees from time to time in order
to monitor enhancement of productivity and their
performance.
SELF-SUPPORT: You can click the URL Search Indicator below to help you further understand the lessons.
Search Indicator
SCP-HRM102 | 8

Chapter
5. (2010).
Recruitment and Selection.
http://www2.cipd.co.uk/NR/rdonlyres/194F086A-6EE1-451C-B72A-
D3C7CFECC435/0/9781843982531_sc.pdf
Gusdorf, M. (2008). Recruitment and Selection: Hiring the Right Person.

Society for Human Resource Management.
https://www.shrm.org/academicinitiatives/universities/TeachingResour
ces/Documents/Recruitment%20and%20Selection%20IM.pdf
Klug, D. (2017). Recruitment and Selection Handbook for University Staff

Positions. Arizona State University.
https://www.asu.edu/hr/documents/RecruitmentHandbook.pdf
Recruitment and Selection. (2016). Tutorials Point.
https://www.tutorialspoint.com/recruitment_and_selection/recruitment
_and_selection_tutorial.pdf
Recruitment and Selection. (2013). Failte Ireland.

http://www.failteireland.ie/FailteIreland/media/WebsiteStructure/Docu
ments/2_Develop_Your_Business/1_StartGrow_Your_Business/Recruitm
ent-and-Selection.pdf
Richardson, M. (n.d.). Recruitment Strategies. Managing/Effecting the

Recruitment Process.
http://unpan1.un.org/intradoc/groups/public/documents/UN/UNPAN
021814.pdf
LET’S INITIATE!
Activity 1. Let us try to check your understanding of the topics. Write
your answers to the space provided below every after the questions.
1. How does recruitment contribute to proper human resourcing

in the organization?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
2. How does proper selection of candidates create a competitive

organization?
SCP-HRM102 | 9
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
3. How does factors affecting recruitment and selection give better

decision makings in human resource?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
4. How significant is the contribution of recruitment and selection

process to the overall success of the company?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
5. Should the HR department of a company follow certain rules in

recruitment and selection process? Why or Why not?
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
__________________________________________________________________
__________________________________________________________________
LET’S INQUIRE!
Activity 1. In this activity, you are required to expound your
answer to each of the questions below.
1. Point out the difference between recruitment and selection.
SCP-HRM102 | 10
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
2. Why does recruitment and selection an integral part of human

resources management?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
3. Assume that you are the Head of the HR Department of your
company. What qualities will you look into?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
4. In the recruitment and selection process, what part do you think

is the most crucial? Why?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
5. How can effective recruitment and selection process create

harmonious workforce?
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
SCP-HRM102 | 11
LET’S INFER!
Activity 1. Supposed you are the recruitment officer of IXV Global. You
were asked by your manager to create a new policy for your company’s
recruitment and selection process considering the Covid- 19 Pandemic
which doesn’t permit face to face interview. How will you construct the
process? Please illustrate.
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
SCP-HRM102 | 12
SCP-TOPICS: PRELIM PERIOD TOPICS

Week 1 Essentials of Recruitment and Selection
Lesson Title Equal Employment Opportunities
Assess how legal framework for recruitment and selection
Learning Outcome(s) supports the promotion of equal opportunities and a diverse
workforce
Time Frame
At SJPIICD, I Matter!
LEARNING INTENT!
Terms to Ponder
This section provides meaning and definition of the terminologies
that are significant for better understanding of the terms used
throughout the simplified course pack of Recruitment and Selection. As
you go through the labyrinth of learning, in case you will be confronted
with difficulty of the terms refer to the defined terms for you to have a
clear picture of the learning concepts.
Recruitment is the process of identifying, screening, shortlisting
and hiring of the potential human resources for the purpose of filling up
the positions within the organizations (Recruitment and Selection,
2016).
Selection is the process of picking or choosing the right candidate,
who is most suitable for the job. It is the process of interviewing the
candidates and evaluating their qualities, which are necessary for a
specific job and then selection of the candidates is made for the right
positions (Recruitment and Selection, 2016).
Equal Opportunity refers to the equality of access to jobs,
promotions, and other opportunities in corporations, associations and
non-profit organizations.
SCP-HRM102 | 13
Essential Content
Equal employment opportunities: Equal Opportunity refers
to the equality of access to jobs, promotions, and other
opportunities in corporations, associations and non-profit
organizations.
The concept of equal employment opportunities is based on
laws and regulations that exist within a country and which
guarantee that no one is discriminated for any reason in the
process of searching a job. It is particularly important considering
the globalization and diversity of the workforce. Moreover, this
concept has been developed as a result of the long-standing
discrimination against employees in the past when women and men
who have the same or similar job were paid differently, when people
of a particular ethnicity could not go further with their career or
could not reach a particular job position or they were treated
incorrect and differently. Thus, after numerous movements and
human rights protest, laws on equal opportunities, equal pay laws
and laws on workers' rights started to be adopted. And that is
exactly what the legal concept of equal employment opportunities
consists of, according to which all people shall have equal treatment
in all proceedings related to employment and labor relations.
Originally, the concept applies to discrimination based on
race, gender and religion, but the idea is extended to age,
pregnancy and people with disabilities. In general, the concept of
equal employment opportunities refer to the following points: sex,
race, color, gender, belonging to a marginalized group, ethnicity,
language, nationality, social background, religion or belief, other
beliefs, education, political affiliation, personal or social status,
mental or physical disability, age, family or marital status, property
status, health status or any other basis which is envisaged by the
law or by a signed international treaty. This understanding implies
that any employee who feels that he/she has been discriminated
SCP-HRM102 | 14

due to
his/her race, religion, creed, color, gender, national origin, age,
political affiliation, disability or any such characteristic shall have
the right to seek a remedy through the organization's grievance
procedure or the discrimination complaint procedure (Dobbin
2010). However, the role of employer discrimination in labor market
matching is often acknowledged but challenging to quantify
(McGinnity & Lunn, 2011).
The concept is usually an integral part of the organization
policy as well as a part of all activities that are undertaken within
the organization and at the workplace. It has been plausibly argued,
on efficiency grounds, that responsibility for achieving equality
objectives must be shifted to organizations as this links contextual
conditions to organizational processes (Burgess et al., 2009). It is
argued that one way to combat discrimination may be for public
policy to encourage more enterprises to adopt equal opportunities
plans and practices (Perotin et al., 2003).
The organization opposes all types of discrimination regarding
the applicants, the employees as well as the free lancers.
Understandingly, it is a hot assignment for the Human Resources
Management in the organization as when it comes to the change
agent role, the problems encountered are often loaded with
emotional and political dynamics (Loriaux, 2008). In other words,
the HR must ensure that all the employees are treated fair and
equally while the decisions for employment, selection, promotion
and training shall be passed in an objective fashion and without
any sign of discrimination. The way employees in the company are
dealt with determines whether employees can be considered a true
competitive advantage of the company (Auer & Antoncic, 2011).
The concept plays a particularly important role in the following
policies of the organization: the process of selection and
employment, equal pay for work of equal value and management
performance. Additionally, due to a greater promotion of this
concept, many governments have introduced affirmative actions
SCP-HRM102 | 15

which
encourage employers to employ people who come from a
marginalized or discriminated group. This kind of positive
discrimination provides the necessary structural conditions in order
for radical, transformative change towards equality to take place
(Noon, 2010).
SELF-SUPPORT: You can click the URL Search Indicator below to help you further understand the lessons.
Search Indicator
Auer, A., Jasna, & Antoncic, B. (2011). Employee Satisfaction,
Entrepreneurship and Firm Growth: A Model. Industrial Management &
Data Systems, 111(4). 589–607.
Burgess, J., French, E., & Strachan, G. (2010). The Diversity Management
Approach to Equal Employment Opportunity in Australian
Organisations. The Economic and Labour Relations Review, 20 (1). 77–92.
Dobbin, F. (2010). Inventing Equal Opportunity. New Jersey: Princeton
University Press.
Loriaux, S. (2008). Global Equality of Opportunity: A Proposal. Journal of
International Relations and Development .1–28
McGinnity, F., & Lunn, P. (2011). Measuring Discrimination Facing Ethnic
Minority Job Applicants: An Irish Experiment. The Economic and Social
Research Institute, 25 (4). 693–708.
Noon, M. (2010). The Shackled Runner: Time to Rethink Positive
Discrimination? Work Employment & Society, 24(4). 728–739.
Perotin, V., Robinson, A., & Loundes, J. (2003). Equal Opportunities Practices
and Enterprise Performance: A Comparative Investigation on Australian
and British data. International Labour Review, 142 (4). 471–505.
Recruitment and Selection. (2013). Failte Ireland.
http://www.failteireland.ie/FailteIreland/media/WebsiteStructure/Docu
ments/2_Develop_Your_Business/1_StartGrow_Your_Business/Recruitm
ent-and-Selection.pdf
SCP-HRM102 | 16

LET’S
INITIATE!
Activity 2. Let us try to check your understanding of the topics. Write
your answers to the space provided below every after the questions.
1. How does the concept of equal employment opportunities help

achieve a company’s goals?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
2. How will you connect equal employment opportunities and

diversity of the workforce?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
3. Why do you think discrimination holds a big factor on issues for

equal employment opportunities?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
4. How significant is the legal framework for recruitment and

selection on the promotion of equal opportunities in the
organization?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
SCP-HRM102 | 17

5. Why
is it important for the organizations to strengthen its policies
concerning equal opportunities and diversity in the workforce?
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
__________________________________________________________________
__________________________________________________________________
LET’S INQUIRE!
Activity 2. In this activity, you are required to expound your
answer to each of the questions below.
1. If you are an HR manager of a certain fast food company, how
will you handle discrimination issues in the workforce?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
2. As an HR manager, how will you effectively manage employees
if you have a diverse workforce?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
3. Think of an existing organization. How does this organization
implement their legal framework for promoting equal
opportunities for their employees?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
4. How should an organization manage discrimination issues
especially in this trying times that we are facing Covid-19
pandemic?
SCP-HRM102 | 18
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
5. How strong do you think are the legal frameworks concerning
discrimination being implemented by organizations in the
Philippines?
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
I
LET’S NFER!
Activity 2. Assume that you are an HR manager of an organization.
You are tasked to create legal framework for recruitment and
selection to support the promotion of equal opportunities and
diversity in your workplace. What are these policies that you will
implement?
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
_________________________________________________________________________
SCP-HRM102 | 19

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ST.

JOHN PAUL II COLLEGE OF DAVAO

COLLEGE OF BUSINESS ADMINISTRATION

Physically Detached Yet Academically Attached