HR (People) Policies Part I - Recruitment V.2 December 11, 2013

"Pag gusto, may paraan; pag ayaw, maraming dahilan " BIDDA: " believe, inspire, dream, do, achieve"

Guiding principle:   "To be better than before, better than others, and to be the BEST ALWAYS!

People connect strategies and processes.  People come before strategies.  The commitment, teamwork of people assures strategic success.

Get the right people on board, get off the wrong people off the bus.

Get people with the right mindset and attitude.   You cant change attitude.  It is either you are born with it or not.  People are born, grow with their families in a particular situation over several decades.  You cant expect to train him to be productive overnight. or in a couple of months.  Even without defining moments, even in interviews and in meals, people will reveal their selves to you.

Whom do you hire:

1.  Office staff

2.  Contractors

3. Agents

Who has the responsibility to hire?

SBU heads, chiefs, or whoever is in charge;  most especially Marketing Coordinator, HR head, and Managing Director

People policies cover  4R

Recruitment

Retaining

Rewarding

Removing

A.  Recruitment:

     1.   Channels:

      1.  Walk in -  as seen in tarps, facebook, small bond paper ads.  The applicant just wants to have a job, any job.

      2.  Referral  -  the Chinese way.  They will only get employees who have been referred by a friend, relative or employee themselve or business associate.  It is safe that way because you can run after the one who referred the applicant to you.  There is no charge for referral

     3.  Job fair  -  A number of job fairs are held by local PESO, or an organization, or a recruitment company, or newspaper whose breadbasket is job wanted ads.

     4. Job portal  -  Sometimes we place ads on jobfinder, skills pages.   Link in is a rich source of recruitable personnel

    5.  Facebook and social media.   -  People do respond to FB, blog posts

    6.  Newspaper ads -  this used to work before and it cost a lot.

2. What to look for in a job seeker?

PIC

    1.  Passion -   Does he love what he do and loves what he do?

         1,  Does he have hobbies?

         2,  Does he have record of achievements?  Honors in college?

         3.  Is he willing to work for free for as  long as he like it?  Is he a member of civic or religious org?   Does he volunteer for free for relief and rescue?  Does he have advocacy?

         4.  Is he steadfast in people he loves?  Does he love to be people?

         5.  Does he stay long on the job?  Is he a job or relationship butterfly?

2.  Integrity?

         1.  Is there an internal consistency between his belief system and what he says?  What he does?

         2. Is honesty still the best policy, or species, especially human lie all the time?

         3.  What does he think of being prompt?

         4.   Does he maintain high standards of ethics and behavior?

        5.  What does he think of thinking only of self?  Is it Ok to get rich at all cost?

        6. What is the meaning of success for him?  Being rich or something else?

       7.  What does he think of milliionaire japayuki, BIR examiners?

       8. Given a choice, would you be a casino dealer?   Or a good paying job, that does not require you to work hard?

      9.  Do you dream of winning in lotto?  What would you do if you win in a casino?  Lotto?

     10.  Would you do something against your principle for P500,000?   P1M?   P5M   P10million

C. Competence?

     1.  What is his major?  Why did he take this major?

     2.  Does he still remember what he took up in college?

    3.  How are his grades?  Below average?  Average?  Above average?

    4. What is his favorite subject?  Why?

    5. Who is his favorite professor?  Why?

    6.  Who is his role model?  Why?

    7.  What did he learn from his past job?

    8.  Is he engaged in lifelong learning?

   9.  What are his skills?  Computer:    blog, excel, power point?

   10.  Machines operated?

   11.  Can he demo 9 and 10

  12.  Can he show samples of his work?

  13.  Test his problem solving abililty

  14. Give him puzzles

   15.  What were his problems in his past job and how did he solve them

16.  Did he lead people?  Describe his relationship

17.  Did he lead a project?  What did he learn?

18.  Tell us a book you have read?

19.  Does he have planning and execution skills?

20.  How about analytical skills

3.  Steps/ Processes

No nos for applicant:

    1.  In street clothes

    2.  Wearing tatoos

    3.  Body and face piercing

    4.  Smoking

    5.  Scantily dressed, unusual attire

     1.  Initial interview, prequalification 

          Ask the applicant:

          1.  Where did he find out the vacancy?  Why is he applying?  (Most of the time, he is shopping around)  You really have to dig deep into his motivation.

          2.  Where did he work before?  Why did he quit?  (You can find about his attitude)

          3.  What does he know?  What can he do for the company?

          4.  Is he healthy and in general check out his CV.  Are they well done?  Are there grammatical errors, spelling?  Did he sign his BP

        If everything matches out, he can be given an application form to fill out without the CV.

    2.  Check his application form vs CV.  Clarify the portion is he willing to work in the provinces, work on Sunday, join the PE

2.  Exam:  Schedule, preferably on an afternoon, and when the HR is not loaded exams:

     1.  Coverage:

           1.   One word exam.  Write as much as you can on one word.

           2.  IQ exam:   verbal, math, reasoning

           3.  Obedience exam.  If he wrote something else or did something else, send him home.  He is hopeless.

           4.  Honesty exam

           5.  Hemann total brain thinking exam. (to determine his inclination)

What to look for in the exam?

1.   Errors and erasure  - bad sign.  Do not hire;

2.  Not finishing the exam  -  lacks patience and persistence

3.  The one word exam.  If he wrote 2 or 3 sentences, he cant think or lacks thoroughness

3.   Interview - the most important part of the interview.

      1.  Serial interview  -  the applicant is sent to series of interview.  Any one who objects stops the interview process

     2.  Panel interview  -  a panel of three interviews the applicant.  This puts a lot of pressure on the applicant. The panel must be unanimous

    What to watch for the interviewee?

     1.  Before the interview  -  did he come before time?  Does he look prepared?  Did he give importance to this interview?  Did he wear nice clothes?   Did he shine shoes.  NO further interview if he comes late or did not come on the scheduled date, or he sets his own schedule of interview, or leaves while waiting for interview.

    2.  Behavior  -  does he text a lot, play games on his smarthphone.  Not a good sign

    3.  During the interview:

         1.   Does he look directly to the interviewer?

         2.  Does he take long to answer (he does not know, he is lying?)

        3.  Is he answering the question (tells much about his comprehension and communication skills

        4.  Doe he have good communication skills?

        5.  Is he confident?

        6.  Is he organized?  Does he ramble?  Does his mind wander?

4.  The job offer:

      1.  Salary and the job

      2.  Signing the job offer.

      3.  Giving him/her the list of requirements and the deadline

5.  The background investigation.   This is 50% of the recruitment process. This is a make or break for the applicant.  Reality bites.  Applicants lie.

Fill out all the blanks on the BI.

NO one starts with out the BI

6.  Documentary requirements and the 201 file:

   The applicant, before starting the training must submit the following requirements:

   1.  Photograph

   2.  Medical examination:  CBC, X ray and an MD certification that he is fit to work.  He must spend for his PE

   3. Transcript and diploma verified when submitting photocopy.

   4.  Certificate of employment (see original if he submits xerox) Obtain copy of clearance.

   5. Barangay clearance

   6.  Police clearance

   7.  NBI clearance (if he can not submit asap, he must submit prior to being promoted to Prob 2

   8.  Character reference and surety.  from at least 3 persons.  It contains this statement:  " I personally know _____________to be of good moral character, and I can vouch for him and I will stand as a surety for any liability he may incur now and in the future, with your company.  It must be addressed to a company officer

Policy for 201 files must be strictly inteviewed.  201 file must be checked and reviewed for change in status, performance review, and submission of book reports.  Dummy 201 files are maintained at SBUs