The University of Baguio’s recruitment strategies for non-teaching staff

Abstract

This study aims to explore and document the recruitment strategies used by the University of Baguio in hiring non-teaching staff and to identify the most effective practices in the process. A qualitative descriptive design was used, involving semi-structured interviews with the Human Resource Management Center Director and two human resource personnel responsible for recruitment. Dynamic Systems Theory and General Systems Theory guided the analysis by highlighting how the connected stages of recruitment and HRMC practices affect applicant flow, referrals, and online job postings. The findings show that the University of Baguio follows a structured recruitment process, as evidenced by its ISO 21001:2008 certification, including personnel requisition, job posting, screening, interviews, and onboarding. Job vacancies are mainly posted on the university website and social media platforms. Employee and alumni referrals were identified as the most effective strategy because of the cultural fit of referred applicants. However, salary competitiveness remains a major challenge. The study concludes that the university’s recruitment system is systematic and fair, but improvements are needed in manpower planning and compensation benchmarking. The results suggest shorter recruitment timelines, additional online platforms, and revised salary packages to attract qualified applicants.