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refers  to the process of identifying and acquiring skilled workers to meet your organizational needs .   The  talent acquisition  team is responsible for identifying, acquiring, assessing, and hiring candidates to fill open positions within a company.

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CAND'DATE
CAREER
SKILL
RECRUITMENT
SEARCH
e,1PLOYEE

Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization.

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Recruitment methods  are particular means to develop the practices of each stage in the recruitment life-cycle and process, from sourcing candidates to the hiring decision.

A detailed recruitment best practices  or policy framework should include methods  and practices for each stage in the recruitment process.

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Internal  Recruitment  	Personnel Records  and Skills  Banks  	Job Posting and Bidding  	Informal Methods  	Inside Moonlighting  	 Employee Referral 2. External Recruitment 	 Professional or Trade Associations  	Employee Databases  	Media Advertisements  	Employment Agencies  	 Executive Search Firms (Head Hunters)  	Campus Recruiting and E-Recruiting

VACANT
INTERNAL
AND
EXTERNAL
RECRUITMENT

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Personnel Records and Skills Banks 	 Organizations effectively use skills inventories for identifying internal applicants for job vacancies. Computerized systems can help to ensure that qualified internal candidates are identified and considered for the opening.

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Job Posting and Bidding 	   It requires that management post or otherwise circulates and notifies listings of available job openings and let the current employees bid for the same, should they be interested. While job posting is often a requirement in unionized firms, managerial jobs are not covered which, therefore, may not be posted.

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Professional or Trade Associations 	  It requires that management post or otherwise circulates and notifies listings of available job openings and let the current employees bid for the same, should they be interested.

DIGITAL
COMMUNITY
FOR TRADE
ASSOCIATIONS

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Employee Databases Employers are increasingly turning to computerized resume registries to identify candidates.   Organizations can quickly and efficiently gain access to national samples of prospective applicants by using these databases. Organizations maintaining resume databases are not an employment agency, but rather a company that compiles a data base of resumes from people who are looking for jobs.

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Media Advertisements Organizations advertise to acquire recruits. Various media – both print media and audio-visual, are used, the most common of which are the daily newspaper help-wanted ads.

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Employment Agencies   i. Those operated by the government ii. Privately owned agencies They help both the job seekers (to find suitable employment) and employers (find suitable workers), by forwarding the names of eligible candidates to the organization, when there is a vacancy.

Republic of the Philippines
DEPARTMENT OF LABOR
AND EMPLOYMENT

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Executive Search Firms (Head Hunters) “Headhunters”  refers to the tribe that beheaded its enemies and kept their heads as trophies. The executive recruitment agencies direct their efforts toward finding high – level managerial and professional talent for organizations.  The search firms attempt to find the person who best suits the requirements of the organizations and will adjust best.

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Campus Recruiting Many entry – level professional and managerial jobs require a college degree. Perhaps the best source of college graduates is the college campus. In college recruiting, the organization sends an employee (recruiter), or a team (recruiting team), to a campus to interview candidates and describe the organization to them.

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is the process of ensuring your organisation chooses the appropriate   applicant for the appropriate role. Ideally, screening and selection incorporates a variety of   steps and does not rely on any one method or measure.

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1. Skills Testing Many employers use pre-employment tests in some shape or form to determine if a candidate is a good fit. In fact, this is precisely the reason why Toggl Hire was created, to test applicants for real-world skills and their job. Pros:  You get to see candidate performance. There is no bias of any kind. When done right, they can eliminate lots of bad applicants in very little time. Cons:  Skills tests lend themselves more to certain roles than others.

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2. Resume screening Pros:  Resume screening is the most thorough method of screening. You get to take a look at individual factors and create an image of the candidate. Cons:  It’s very time-consuming, especially for jobs with lots of applicants. You rely on candidates to tell the truth in their resumes and you don’t get to find out anything about their actual skills. A possible element of bias, based on gender, age, work experience etc.

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3. Cover letters Resumes are a great way for candidates to present themselves, but they can be rather limiting. If you want them to tell more about who they are early on, you can ask for a cover letter along with the resume as part of the application process.xperience etc. Pros:  You get to find out more about the candidate, without a test or an interview. You can see how the candidate presents themselves. Cons:  Wading through hundreds of cover letters can take lots of time. The only skill you test is how well somebody writes – nothing more.

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4. Applicant tracking systems Automatically run through resumes and find the best candidate. They’re an essential element of the hiring process in enterprise businesses that get a large volume of applicants per position. Pros:  They make screening candidates extremely fast. You can go through a pile of resumes in a matter of minutes instead of weeks. Cons:  They rely on keywords too much and you can miss great applicants because they simply used the wrong terms in their applications. Furthermore, they don’t tell you anything about candidate skills.

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5. Reference checking Reference checking is an essential part of making  an educated decision about your new hire. After all, what better indicator is there of how a candidate performs than checking their performance with previous employers? Pros:  Best way to get information about previous candidate performance. Cons:  Relies on the previous employer’s objectiveness. If there is a large time gap, they might not remember the candidate well. It’s not always possible to reach employers for reference checks, and some employers treat this data as confidential and won’t reveal it.

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6. Paid trial projects Once you have your best candidate(s) picked out, you can give them a paid trial projects at your company before you turn them into a full-time employee.  Pros:  Being able to see real-world performance as part of your team. Being able to see work ethics and culture fit immediately. Low risk. Cons:  Training candidates for trial periods can be time-consuming and costly.

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7. Phone interviews Pros:  Relatively easy to do. You learn about candidates’ communication skills and availability. Cons:  Scheduling a phone call can be a logistics nightmare. Phone interviews take a lot of time to do right with very little to show in return.

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8. Video interviews Second-best thing for getting to know more about the candidates. Thanks to a host of video tools available at the moment (Zoom, Skype, GetVoIP, googleMeet, etc), you can schedule a video interview fairly easily. Pros : Easy to do. You can find out about body language, communication and presentation skills. Candidates can have an interview without commuting to your office. Cons:  Scheduling can be difficult. Great presenters aren’t necessarily great performers.

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the implementation of strategies or policies to help reward everyone in the company, in a fair and consistent way. When you reward your employees for good work, they feel valued and more motivated – which can overall boost the productivity and success of your business.

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Employees are eligible for most benefits program on the first day of employment.

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Holidays:   Twelve (12) paid national regular holidays and Nine (9) national special holidays per year as provided under Proclamation No. 986 (2021 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.

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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.

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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.

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Dental:  Free dental benefits are likewise provided with visiting dentist in 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 following the local guidelines.    Maternity Grant : Monetary Assistance is provided to regular female employees & legal spouse of male employees for miscarriage, home delivery, normal delivery and for caesarian delivery.

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• 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. • Expanded Maternity Leave:  One Hundred Five (105) days of paid maternity leave • 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.

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OTHER LEAVES: continuation)          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)

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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.

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DISABILITY/LIFE INSURANCE:  Employee life insurance is 100% funded by the Company, provides insurance benefits to the employee’s designated beneficiaries in the event of disability, terminal/critical illness and death due to illness or accident. The amount of benefits is specified below: 		 Life Insurance Benefit Limit  - 26 x monthly base salary base on the employee’s latest basic rate. 		 Accident, Death and Disability Benefit Limit  - 24 x monthly base salary based on the employee’s latest basic rate. 		 Total Permanent Disability Benefit Limit  - 26 x monthly base salary based on the employee’s latest basic rate. Terminal Illness Benefit Limit – 50% of Life, maximum of Php 3.5M 		 Critical Illness Benefit  – 60% of Life, maximum of Php 1M 		 Burial Benefit  - 7.5% of Life (max of 100k)

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• 13th month:  The Company grants a 13th month pay equivalent to one (1) month’s pay to all eligible employees provided that they worked for at least one (1) month during a calendar year. • Mid-year Bonus : The company grants bonus equivalent to a maximum of half month base pay to all probationary and regular employees. •  Rice Allowance : The Company provides rice subsidy to all regular and probationary employees and credited to their payroll account every 30th of the month • Meal Subsidy:  The Company provides its employees with a meal allowance to partially cover daily meals expenses. An employee must have rendered the minimum number of hours per day to get a full or half-meal credit.

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• Global Educational Opportunities Program:  Provides reimbursement of duly approved educational expenses upon satisfactory completion of the course provided that the degree or course taken is relevant to the employee’s present or prospective job assignment. Maximum reimbursement per term is P 10,000. All regular employees are eligible to this benefit. • Kapwa Tulong Club:  Cash assistance provided to an employee (KTC members only) for death of immediate dependents and during calamity. The company matches the contribution of employees thru the Kapwa Tulong Program which is administered through salary deduction. • Attendance Bonus:  A monetary incentive given to all Regular and Probationary Employees who are Job Grade 8 & below, and all Technicians. Associates must have perfect attendance in one (1) month with no tardiness, undertime or unexcused absence .

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Prolong Sickness (PSL) Benefits:  Benefit afforded to employees who are suffering from certain medical or surgical conditions warranting a recuperation period of additional 60 days maximum after the 120 SSS Sickness Benefit.

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Loyalty Token  – Employees are recognized for their loyal and dedicated service to the company for every five years of continuous service by the way of gift check or token, plus plaque of appreciation during the service award ceremony.

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Sales Incentive Programs 	incentive plans that reward sale reps based on meeting sales-related goals and performance metrics. Employee Incentive Programs 	employee receives rewards for improving performance, upholding company core values, passing training courses, or going above and beyond

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TALENT ACQUISITION.pptx

 refers  to the process of identifying and acquiring skilled workers to meet your organizational needs .   The  talent acquisition  team is responsible for identifying, acquiring, assessing, and hiring candidates to fill open positions within a company. 

TALENT ACQUISITION.pptx

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