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A Recruitment Policy outlines how an organization finds, screens, and hires new employees. It sets clear rules and standards for the entire hiring process, from job posting to final selection, ensuring fair treatment of all applicants under Philippine labor laws.

Beyond basic compliance with Department of Labor and Employment (DOLE) guidelines, a good recruitment policy helps companies build diverse teams, prevent discrimination, and maintain consistent hiring practices. It typically covers job qualifications, interview procedures, background checks, and documentation requirements aligned with Philippine civil service regulations for government positions or industry-specific standards for private firms.

Use a Recruitment Policy when establishing new departments, scaling up operations, or responding to DOLE compliance requirements. This document becomes essential during company expansions, mergers, or when standardizing hiring practices across multiple locations in the Philippines.

It's particularly valuable when facing discrimination complaints, high turnover rates, or inconsistent hiring decisions. Organizations need this policy before launching major recruitment drives, implementing new HR systems, or adapting to changes in Philippine labor laws. Having clear guidelines ready helps prevent costly hiring mistakes and ensures fair treatment of applicants from different backgrounds.

• General Company Recruitment Policy: Covers basic hiring procedures, equal opportunity guidelines, and job posting requirements under Philippine labor laws
• Government Agency Recruitment Policy: Follows Civil Service Commission regulations with specific merit-based selection processes
• Industry-Specific Policy: Tailored for sectors like BPO, manufacturing, or banking with unique qualification requirements
• Multinational Corporation Policy: Balances local DOLE requirements with global corporate standards
• SME Recruitment Policy: Simplified version focusing on essential hiring steps and basic compliance needs

• HR Directors and Managers: Draft, update, and oversee implementation of recruitment policies across the organization
• Department Heads: Provide input on job requirements and participate in the hiring process according to policy guidelines
• Legal Teams: Review policies for DOLE compliance and alignment with Philippine labor laws
• Hiring Managers: Follow policy procedures when interviewing and selecting candidates
• Job Applicants: Must comply with recruitment procedures and requirements outlined in the policy
• External Recruiters: Align their screening and sourcing practices with the organization's recruitment policy

• Company Profile: Gather details about organization size, industry, and current hiring practices
• Legal Requirements: Review DOLE guidelines, Civil Service rules (if applicable), and anti-discrimination laws
• Hiring Process: Map out existing recruitment steps, from job posting to onboarding
• Stakeholder Input: Collect feedback from department heads about specific hiring needs
• Documentation: List required forms, templates, and evaluation criteria used in hiring
• Internal Approvals: Identify who needs to review and approve the final policy
• Implementation Plan: Create timeline for policy rollout and staff training

• Equal Opportunity Statement: Clear commitment to non-discrimination aligned with Philippine labor laws
• Scope and Coverage: Definition of positions and departments covered by the policy
• Selection Criteria: Objective qualification standards and evaluation methods
• Application Process: Detailed steps from job posting to final selection
• Documentation Requirements: List of mandatory forms and records per DOLE guidelines
• Privacy Protection: Data handling procedures compliant with the Data Privacy Act
• Probationary Terms: Clear conditions for regular employment
• Appeals Process: Procedure for addressing recruitment-related grievances

A Recruitment Policy differs significantly from a Corporate Policy in several key aspects. While both are essential organizational documents, they serve distinct purposes and have different scopes within Philippine business operations.

• Scope and Focus: Recruitment Policies specifically govern hiring processes and candidate selection, while Corporate Policies cover broader organizational governance, including mission, values, and company-wide standards
• Implementation Level: Recruitment Policies are primarily used by HR departments and hiring managers, whereas Corporate Policies affect all aspects of business operations
• Legal Requirements: Recruitment Policies must align with DOLE regulations and labor laws specific to hiring, while Corporate Policies address multiple regulatory frameworks
• Update Frequency: Recruitment Policies typically require more frequent updates to reflect changing labor market conditions and hiring practices, while Corporate Policies tend to remain more stable