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I. OBJECTIVE
1. To provide guidelines for recruitment and selection
2. To ensure that job vacancies within the Company are filled up with qualified individuals within the required time
II. DEFINITION OF TERMS
(Not Applicable)
III. GENERAL POLICIES
Sourcing of applicants shall be done through:
• Advertisements
• Online search
• Job fairs
• Networking
• Referrals
• Walk-in
Resumes may be submitted by the applicants to the following:
• Store Outlets
• Head Office
Resumes submitted to outlets must be forwarded to the Recruitment Officer not later than two (2) days after receipt. Recruitment Staff must review the resumes and contact the qualified applicants. Recruitment Officer must ensure that no related employees, either by consanguinity or affinity shall be assigned to the same outlet or department.
Recruitment Staff must require all qualified applicant to fill out the Application Form (AF) and attach it to the applicant’s resume. Recruitment Staff shall screen the applicants based on the filled-out AF and indicate his/her comments in the AF.
Recruitment Staff must administer a written examination and check them on the same day. The result must be indicated in the Interview Sheet (IS) which shall be attached to the AF and resume. All applicants who passed the exam must be scheduled for initial interview; those who did not must be informed that they will be contacted in the near future.
The IS shall be used by the Recruitment Officer to note the highlights of the initial interview and to evaluate the applicant based on work experience, educational background, and any other information deemed necessary by the Management.
The CEO shall assess the applicant and indicate in the IS the recommendation based on the following classification:
• Accept – the applicant shall be endorsed to the next level of recruitment.
• Second Preference/ Hold – the applicant is qualified for the position being applied for; however, the interviewer may have certain reservations in hiring the applicant, or; the interviewer decides that the applicant has competencies that are more aligned with other positions of the same level being applied for.
• Active File – the applicant may have competencies that are suitable for other positions in the organization.
• Not Accepted – the applicant did not pass the standards set for the position.
The HR Department Head shall return the accomplished IS to the Recruitment Officer for processing and background investigation (for Supervisory and Managerial position applicants). The investigation may be with the previous employer, personal, or academic references. The result shall be indicated in the Background Investigation Form (BIF).
The final interview shall be conducted by the Requisitioning Department Head.
Qualified applicants must submit the pre-employment requirements within seven (7) days. If the newly hired employee shall be assigned to outlet, additional requirements shall be submitted.
For 201 file purposes, the Recruitment Officer shall ensure that all requirements submitted by newly hired employee of the Support Group (or Operations Group) are complete. These shall be forwarded to the Personnel and Administration Officer.
The Recruitment Officer/ Staff must inform the qualified applicant about the status of his/her application. If the priority applicant does not accept the job offer, the second priority applicant shall be considered. If no second priority is to be considered, the Recruitment Officer shall go back to sourcing.
If no applicant is qualified for the position, the Recruitment Staff shall go back to sourcing. Document of unqualified applicants shall be stored in the active file for future reference.
IV. PROCEDURE FLOWCHART
Flowchart Title
Recruitment Process
V. REFERENCE/INTERFACE PROCESS
Document Title
(Not Applicable)
VI. FORMS AND RECORDS
Form Title
1. Application Form (AF)
2. Interview Sheet (IS)
3. Background Investigation Form (BIF)
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