- through websites, newspapers, trade journals, radio, television, billboards, posters, and e-mails among others.ed

- received by employers from individuals who may or may not be qualified for the job openings.

- independent job boards on the Web commonly used by job seekers and recruiters to gather and disseminate job opening information.

- are recommendations from the organization's present employees who usually refer friends and relatives who they think are qualified for the job.

- also known as "head hunters;" help employ- ers find the right person for a job. Such firms seek out candidates with qualifications that match the requirements of the job openings that their client company hopes to fill.

- good sources of young applicants or new graduates who have formal training but with very little work experience. For technical and managerial positions, schools may refer some of their alumni who may have the necessary qualifications needed for the said job positions.

- may offer placement services to their members who seek employment. Employers may make use of the listings that they publish in their journals regarding members who are available for possible recruitment or hiring. 11

- possible possible sources of applicants for blue-collar and professional jobs.

- may also be good sources of applicants for different types of job vacancies for they usually offer free services while private ones charge fees from both the job applicant and the employers soliciting referrals from them.

- refers to recruitment from outside sources

- refers to recruitment done within the organization

- a set of activities designed to attract qualified applicants for job position vacancies in an organization

-refers to filling in all organizational job positions

- is the step-by-step way of filling job positions in organizations, considering variables such as numbers and kinds of human resources needed, open managerial and nonmanagerial positions, potential successors to open job positions, etc.

- the process of choosing individuals who have the required qualifications to fill present and expected job openings

- the determining of an applicant's qualifications in order to gauge his or her ability to do the job

- the interviewer asks the applicant to answer a set of prepared questions-situational, job knowledge, job simulation, and worker requirement questions

- the interviewer has no interview guide and may ask questions freely the

- one interviewer is assigned to interview the applicant

- several interviewers or a panel interviewer may con- duct the interview of applicants; three to five interviewers take turns in asking questions.

- designed to measure the applicant's mental capacity; tests his or her cognitive capacity, speed of thinking, and ability to see relationships in problematic situations

- tests his or her present skills and poten- tial for learning other skills

- designed to reveal the applicant's personal character- istics and ability to relate with others

- tests that show the occupation best suited to an applicant.

- a set of activities designed to attract qualified applicants for job position vacancies in an organization

- refers to filling in all organizational job positions

- is the step-by-step way of filling job positions in organizations, considering variables such as numbers and kinds of human resource's needed, open managerial and nonmanagerial positions, potential successors to open job positions, etc.

, according to Dyck and Neubert (2012), is the Human Resource function of identifying, attracting, hiring, and retaining people with the necessary qualifications to fill the responsiblities of current and future jobs in the organization. The number of managerial personnel or de

- the process of choosing individuals who have the required qualifications to fill present and expected job openings

- the determining of an applicant's qualifications in order to gauge his or her ability to do the job