Recruitment and selection strategies in Binangonan catholic college in Binangonan, Rizal calendar year 2015 Bernadette B. Bernaldez, Jianne Maris V. Egualan, Noemi D. Esmer

Thesis BSBA- HRDM University of Rizal System, Binangonan 2017

includes bibliographical references

The study was conducted to determine the recruitment and selection strategies of Binangonan Catholic College in Binangonan, Rizal Calendar Year 2015. The researchers partially adapted the questionnaires checklist and thus formulated it in the concept of recruitment and selection techniques. The descriptive method was used to obtain the needed data for this study. According to John Rest, descriptive research involves the description recording, analysis, and interpretation of the present nature situation. It also includes some type of comparison, contrast, and attempt to discover the relationship and difference between existing non-manipulate variables. The respondents of the study are the teaching personnel of the different department such as Elementary, High School and College department, non-teaching personnel, and Human Resource personnel of Binangonan Catholic College in Binangonan Rizal. Based on the analysis and interpretation of the data gathered, the researchers drew the following findings. Most of the respondents belonged to young adult (25 Years old and below) majority were female, single, with an average monthly income of 12,000 -14,000, also most of respondents were college graduate, with 11 Years and above of employment, permanent and most of them are in high School department. With respect to the recruitment strategies for teaching personnel the most observed or applied strategy was the recommendations forwarded by educational institutions while for the non-teaching personnel the recruitment strategy best applied was referral of institution and other company. Whereas for the selection of teaching personnel they required the medical/physical check-ups as well as drug test to ensure that qualified applicants are physically and mentally fit to work, however, conducting of personal test/interview is the most commonly applied or observed selection strategy to non-teaching personnel. With regards to common problems encountered by the human resource department, first in rank were finding the right candidates that fit to the job vacancy and the rest followed respectively in rows in descending manners such as , lack of experience of the applicants, applicants didn't meet the standard qualifications and applicant meets the standard yet not involved in religious activities. Based on the summary of findings and conclusions, the following recommendations were drafted. First, Binangonan Catholic College should extend their recruitment strategies by adding the procedure of online recruitment to attract more potential School educator; Second, BCC should motivate and attract more potential applicants from different institutions. Third, reference check in order to select the right teaching and non-teaching personnel in accordance to their ability; Forth, the scholastic verification must be done properly to determine the veracity of the transcript of record submitted to the School; And lastly, Invest time to check and verify the recent job of the applicants to ensure that they can perform well on their assigned task.