The Hiring Process
This document was uploaded by user and they confirmed that they have the permission to share it. If you are author or own the copyright of this book, please report to us by using this DMCA report form. Report DMCA
Overview
Download & View The Hiring Process as PDF for free.
More details
- Words: 1,340
- Pages: 22
Legal Aspects of Management I.
The Hiring Process
•
What kinds of Jobs do we fill?
•
Job Description
•
Want Ads
•
On-line Recruitment & Job Fairs
III. The Hiring Process
What kind of jobs do we fill?
• Determine the need for a new or replacement position. • Think creatively about how to accomplish the work without adding staff (improve processes, eliminate work you don’t need to do, divide work differently, etc.). • Hold a recruiting planning meeting with the recruiter, the HR leader, the hiring manager, and, potentially, a coworker or internal customer. • Develop and prioritize the key requirements needed from the position and the special qualifications, traits, characteristics, and experience you seek in a candidate. • Candidate employees can be from the local or international pool.
THE LABOR CODE OF THE PHILIPPINES PRESIDENTIAL DECREE NO. 442,
BOOK ONE PRE-EMPLOYMENT ART. 12. Statement of objectives. - It is the policy of the State: a) To promote and maintain a state of full employment through improved manpower training, allocation and utilization; b) To protect every citizen desiring to work locally or overseas by securing for him the best possible terms and conditions of employment; c) To facilitate a free choice of available employment by persons seeking work in conformity with the national interest; d) To facilitate and regulate the movement of workers in conformity with the national interest; e) To regulate the employment of aliens, including the establishment of a registration and/or work permit system; f) To strengthen the network of public employment offices and rationalize the participation of the private sector in
Title I RECRUITMENT AND PLACEMENT OF WORKERS Chapter I GENERAL PROVISIONS ART. 13. Definitions. ART. 14. Employment promotion. ART. 15. Bureau of Employment Services. ART. 16. Private recruitment. ART. 17. Overseas Employment Development Board. ART. 18. Ban on direct-hiring. ART. 19. Office of Emigrant Affairs. ART. 20. National Seamen Board. ART. 21. Foreign service role and participation. ART. 22. Mandatory remittance of foreign exchange earnings. ART. 23. Composition of the Boards. ART. 24. Boards to issue rules and collect fees.
Chapter II REGULATION OF RECRUITMENT AND PLACEMENT ACTIVITIES ART. 25. Private sector participation in the recruitment and placement of workers. ART. 26. Travel agencies prohibited to recruit. ART. 27. Citizenship requirement. ART. 28. Capitalization. ART. 29. Non-transferability of license or authority. ART. 30. Registration fees. ART. 31. Bonds. ART. 32. Fees to be paid by workers. ART. 33. Reports on employment status. ART. 34. Prohibited practices. ART. 35. Suspension and/or cancellation of license or authority.
Chapter III MISCELLANEOUS PROVISIONS ART. 36. Regulatory power. ART. 37. Visitorial Power. ART. 38. Illegal recruitment. ART. 39. Penalties.
Title II EMPLOYMENT OF NON-RESIDENT ALIENS ART. 40. Employment permit of non-resident aliens. ART. 41. Prohibition against transfer of employment. ART. 42. Submission of list.
• *This and other articles in this Title should be correlated with the R.A. No. 8042 (approved on June 7, 1995) or the “Migrant Workers and Overseas Filipinos Act.” It redefines the policy of overseas employment and establishes a higher standard of protection and promotion of the welfare of migrant workers, their families, and of overseas Filipinos in distress. It declares that the State does not promote overseas employment as a means to sustain economic growth and national development. It conveys, instead, the Sate shall continuously create local employment opportunities and promote
Job Description
A Job Description should include a: • Job Title • Job Objective or Overall Purpose Statement • List of Duties or Tasks Performed • Description of the Relationships
When using Job Descriptions for recruiting situations, you may also want to attach the following: • Job Specifications, Standards and Requirements • Job Location • Equipment to be used in the performance of the job. • Collective Bargaining Agreements • Non-Essential Functions • Salary Range • Structure your sentences in classic verb/object and explanatory phrases. • Always use the present tense of verbs • If necessary, use explanatory phrases telling why, how, where or how often to add meaning and clarity. • Omit any unnecessary articles such as "a", "an", "the" or other words for an easy to understand, to the point description. • Use un-biased terminology. • Avoid using words which are subject to differing
Want Ads
•
• • • • • • • • •
Post the position internally on the "Job Opportunities” bulletin board for one week. If you anticipate difficulty finding a qualified internal candidate for the position, state in the posting that you are advertising the position externally at the same time. Send an all-company email to notify staff that a position has been posted and that you are hiring employees. All staff members should encourage talented, qualified, diverse internal candidates to apply for the position. If no qualified internal candidates apply, extend the search to external candidates, if you didn't advertise the position simultaneously. Spread word-of-mouth information about the position availability in your industry and to each employee’s network of friends and associates. Place a classified ad in newspapers with a delivery reach that will create a diverse candidate pool. Talk to university career centers. Contact temporary help agencies. Brainstorm other potential ways to locate a well qualified pool of candidates for each position. Through your recruiting efforts, develop a pool of candidates. Whether you have developed a candidate pool in advance of the job opening or you are searching from
On-line Recruitment & Job Fairs
Use the Web for Recruiting: Recruit Online Your Website Can Recruit • Use Your Website for Recruiting • Use Professional Association Websites for Recruiting • Use College and University Alumni and Career Services Websites for Recruiting • Post Positions on Local and National Low-cost and No-cost Private and Public Sector Websites • •
•
Post Your Classified Ads on Newspaper-related Websites. Pay to Post Recruiting Ads on Commercial Websites Websites such as Monster.com and Yahoo Hot Jobs attract large national and international audiences. In a recent search for a Chief Financial Officer (CFO), posted at Monster.com, we received over 150 applications. In fact, one of our finalists for the position would never have found us except for our online job posting. The Most Important Use of the Web for Recruiting
JOB FAIR • A job fair is also referred commonly as a career fair or career expo. • It is a fair or exposition for employers, recruiters and schools to meet with prospective job seekers. • Expos usually include company or organization tables or booths where resumes can be collected and business cards can be exchanged. • In the college setting, job fairs are commonly used for entry level job recruiting. • Often sponsored by career centers, job
Electronic job fairs offer the same convenience online. • An electronic job fair is very similar to a traditional job fair. • They are places for employers and job seekers to meet, one-on-one, to discuss employment opportunities the attending employers may have for the attending job seekers. The difference with an electronic job fair is that the employers and job seekers meet each other one-on-one by logging on to a website that hosts the electronic job fair. Like a traditional job fair, electronic job fairs are held on specific days during specific hours. • Unlike a “virtual” job fair, these events are live and fully interactive. • A relatively new concept, there are several companies who offer these fairs. The most notable one is eJobFairs.net. eJobFairs.net has
Here is a general overview: • I saw the job on JobStreet and uploaded my resume • IHG called me for an initial intervew and exam • I went and took the exam and interview and they said they would call me back • IHG called me back and said that the Manager would call me on my phone for an interview • Craig (the Manager) called me on my phone • IHG called me again an asked me to look at the job offer at their office • I signed the job offer and took steps to secure my pre-employment requirements (medical exam, government
The Hiring Process
•
What kinds of Jobs do we fill?
•
Job Description
•
Want Ads
•
On-line Recruitment & Job Fairs
III. The Hiring Process
What kind of jobs do we fill?
• Determine the need for a new or replacement position. • Think creatively about how to accomplish the work without adding staff (improve processes, eliminate work you don’t need to do, divide work differently, etc.). • Hold a recruiting planning meeting with the recruiter, the HR leader, the hiring manager, and, potentially, a coworker or internal customer. • Develop and prioritize the key requirements needed from the position and the special qualifications, traits, characteristics, and experience you seek in a candidate. • Candidate employees can be from the local or international pool.
THE LABOR CODE OF THE PHILIPPINES PRESIDENTIAL DECREE NO. 442,
BOOK ONE PRE-EMPLOYMENT ART. 12. Statement of objectives. - It is the policy of the State: a) To promote and maintain a state of full employment through improved manpower training, allocation and utilization; b) To protect every citizen desiring to work locally or overseas by securing for him the best possible terms and conditions of employment; c) To facilitate a free choice of available employment by persons seeking work in conformity with the national interest; d) To facilitate and regulate the movement of workers in conformity with the national interest; e) To regulate the employment of aliens, including the establishment of a registration and/or work permit system; f) To strengthen the network of public employment offices and rationalize the participation of the private sector in
Title I RECRUITMENT AND PLACEMENT OF WORKERS Chapter I GENERAL PROVISIONS ART. 13. Definitions. ART. 14. Employment promotion. ART. 15. Bureau of Employment Services. ART. 16. Private recruitment. ART. 17. Overseas Employment Development Board. ART. 18. Ban on direct-hiring. ART. 19. Office of Emigrant Affairs. ART. 20. National Seamen Board. ART. 21. Foreign service role and participation. ART. 22. Mandatory remittance of foreign exchange earnings. ART. 23. Composition of the Boards. ART. 24. Boards to issue rules and collect fees.
Chapter II REGULATION OF RECRUITMENT AND PLACEMENT ACTIVITIES ART. 25. Private sector participation in the recruitment and placement of workers. ART. 26. Travel agencies prohibited to recruit. ART. 27. Citizenship requirement. ART. 28. Capitalization. ART. 29. Non-transferability of license or authority. ART. 30. Registration fees. ART. 31. Bonds. ART. 32. Fees to be paid by workers. ART. 33. Reports on employment status. ART. 34. Prohibited practices. ART. 35. Suspension and/or cancellation of license or authority.
Chapter III MISCELLANEOUS PROVISIONS ART. 36. Regulatory power. ART. 37. Visitorial Power. ART. 38. Illegal recruitment. ART. 39. Penalties.
Title II EMPLOYMENT OF NON-RESIDENT ALIENS ART. 40. Employment permit of non-resident aliens. ART. 41. Prohibition against transfer of employment. ART. 42. Submission of list.
• *This and other articles in this Title should be correlated with the R.A. No. 8042 (approved on June 7, 1995) or the “Migrant Workers and Overseas Filipinos Act.” It redefines the policy of overseas employment and establishes a higher standard of protection and promotion of the welfare of migrant workers, their families, and of overseas Filipinos in distress. It declares that the State does not promote overseas employment as a means to sustain economic growth and national development. It conveys, instead, the Sate shall continuously create local employment opportunities and promote
Job Description
A Job Description should include a: • Job Title • Job Objective or Overall Purpose Statement • List of Duties or Tasks Performed • Description of the Relationships
When using Job Descriptions for recruiting situations, you may also want to attach the following: • Job Specifications, Standards and Requirements • Job Location • Equipment to be used in the performance of the job. • Collective Bargaining Agreements • Non-Essential Functions • Salary Range • Structure your sentences in classic verb/object and explanatory phrases. • Always use the present tense of verbs • If necessary, use explanatory phrases telling why, how, where or how often to add meaning and clarity. • Omit any unnecessary articles such as "a", "an", "the" or other words for an easy to understand, to the point description. • Use un-biased terminology. • Avoid using words which are subject to differing
Want Ads
•
• • • • • • • • •
Post the position internally on the "Job Opportunities” bulletin board for one week. If you anticipate difficulty finding a qualified internal candidate for the position, state in the posting that you are advertising the position externally at the same time. Send an all-company email to notify staff that a position has been posted and that you are hiring employees. All staff members should encourage talented, qualified, diverse internal candidates to apply for the position. If no qualified internal candidates apply, extend the search to external candidates, if you didn't advertise the position simultaneously. Spread word-of-mouth information about the position availability in your industry and to each employee’s network of friends and associates. Place a classified ad in newspapers with a delivery reach that will create a diverse candidate pool. Talk to university career centers. Contact temporary help agencies. Brainstorm other potential ways to locate a well qualified pool of candidates for each position. Through your recruiting efforts, develop a pool of candidates. Whether you have developed a candidate pool in advance of the job opening or you are searching from
On-line Recruitment & Job Fairs
Use the Web for Recruiting: Recruit Online Your Website Can Recruit • Use Your Website for Recruiting • Use Professional Association Websites for Recruiting • Use College and University Alumni and Career Services Websites for Recruiting • Post Positions on Local and National Low-cost and No-cost Private and Public Sector Websites • •
•
Post Your Classified Ads on Newspaper-related Websites. Pay to Post Recruiting Ads on Commercial Websites Websites such as Monster.com and Yahoo Hot Jobs attract large national and international audiences. In a recent search for a Chief Financial Officer (CFO), posted at Monster.com, we received over 150 applications. In fact, one of our finalists for the position would never have found us except for our online job posting. The Most Important Use of the Web for Recruiting
JOB FAIR • A job fair is also referred commonly as a career fair or career expo. • It is a fair or exposition for employers, recruiters and schools to meet with prospective job seekers. • Expos usually include company or organization tables or booths where resumes can be collected and business cards can be exchanged. • In the college setting, job fairs are commonly used for entry level job recruiting. • Often sponsored by career centers, job
Electronic job fairs offer the same convenience online. • An electronic job fair is very similar to a traditional job fair. • They are places for employers and job seekers to meet, one-on-one, to discuss employment opportunities the attending employers may have for the attending job seekers. The difference with an electronic job fair is that the employers and job seekers meet each other one-on-one by logging on to a website that hosts the electronic job fair. Like a traditional job fair, electronic job fairs are held on specific days during specific hours. • Unlike a “virtual” job fair, these events are live and fully interactive. • A relatively new concept, there are several companies who offer these fairs. The most notable one is eJobFairs.net. eJobFairs.net has
Here is a general overview: • I saw the job on JobStreet and uploaded my resume • IHG called me for an initial intervew and exam • I went and took the exam and interview and they said they would call me back • IHG called me back and said that the Manager would call me on my phone for an interview • Craig (the Manager) called me on my phone • IHG called me again an asked me to look at the job offer at their office • I signed the job offer and took steps to secure my pre-employment requirements (medical exam, government
Related Documents
The Hiring Process
May 2020 4
Hiring Details.docx
May 2020 6
The Process
April 2020 25
Truthfulness In Hiring
May 2020 8
2009 It Hiring Outlook
June 2020 11
Hiring Docs -2
June 2020 5More Documents from ""