Recruitment and Selection Modules

Recruitment and Selection Training Outline is structured into fourteen core modules:

• Module I. Introduction to Recruitment and Selection: Defines recruitment as a strategic, positive process to build a pool of potential candidates and selection as a negative process of screening and evaluating candidates to choose the right fit. It outlines key activities, the differences between both processes, overall organizational importance, objectives, and the financial/operational consequences of bad hiring decisions.
• Module II. Recruitment Planning: Focuses on establishing hiring needs, constructing a Manpower Request Form (MRF), executing workforce planning, conducting job analysis, and contrasting Job Descriptions (JD) with Job Specifications (JS) alongside identifying the hiring team.
• Module III. Recruitment Sources: Explores internal sourcing methods (promotions, transfers, succession planning) and external channels (job boards, campus drives, headhunting), highlighting their respective advantages, disadvantages, matching matrices, and how Employee Referral Programs (ERPs) function.
• Module IV. Job Advertisement: Covers how to create effective, candidate-centric job advertisements, the essential components of a posting, optimal distribution channels, strategies to attract qualified talent, and common pitfalls to avoid.
• Module V. Resume Screening: Outlines a structured multi-pass methodology for screening applications, prioritizing key candidate qualifications, identifying common red flags, using objective candidate evaluation matrices, and mitigating unconscious bias (such as through blind screening).
• Module VI. Interview Process: Details the core objectives of interviews, common interview formats (structured, behavioral, situational, panel), the STAR method (Situation, Task, Action, Result), pre-interview preparation, effective behavioral questions, unlawful questions to avoid, rapport building, and objective scoring frameworks.
• Module VII. Assessment and Testing: Examines why standardized pre-employment tests are deployed, the different evaluation categories (cognitive ability, hard skills, work samples, personality, situational judgment, integrity), proper guidelines for personality tests, and the operational/legal limitations of employment testing.
• Module VIII. Background Checking: Details the necessity of background verification for risk management, the core domains verified (employment history, credentials, criminal records, work eligibility), professional reference-checking practices, effective questions for former employers, and legal/ethical compliance guidelines (consent, adverse action).
• Module IX. Selection Decision: Explains decision-making models (compensatory vs. multiple-hurdle), the four pillars of selection criteria (Can-Do, Will-Do, Fit, Growth), strategies for comparing qualified candidates, common cognitive biases (halo effect, affinity, recency), and structural safeguards for fair hiring.
• Module X. Job Offer and Pre-Employment Requirements: Outlines the components of a formal job offer letter, salary negotiation strategies, mandatory pre-employment administrative/tax/identity documentation, Pre-Employment Medical Examinations (PEME), and contingency procedures when offers are declined.
• Module XI. Onboarding: Defines onboarding beyond short-term orientation using the 4 Cs Model (Compliance, Clarification, Culture, Connection), its importance in accelerating productivity and reducing early turnover, key elements of the first day, and its typical 90-day to 1-year phased structure.
• Module XII. Recruitment Metrics: Analyzes key performance indicators—Time-to-Fill, Time-to-Hire, Cost-per-Hire, Quality-of-Hire, and Offer Acceptance Rate—along with their respective formulas and strategic value for HR decision-making.
• Module XIII. Legal and Ethical Considerations: Reviews relevant Philippine statutory frameworks (Labor Code, DOLE D.O. 174, Anti-Age Discrimination Act, Data Privacy Act of 2012), discriminatory practices to avoid, equal employment opportunity (EEO) enforcement, data privacy compliance, and recruiter ethics.
• Module XIV. Common Recruitment Challenges: Addresses why candidates decline offers, strategies for sourcing hard-to-fill or niche positions, hiring during labor shortages, techniques to reduce turnover through realistic job previews, and recurring recruitment mistakes.