THE ACCEPTABILITY OF GOVERNMENT AGENCIES ON ANONYMIZED COMPETENCY-BASED RECRUITMENT AND SELECTION PROCESS
Ms. Analiza V. Muñoz (Civil Service Commission)
This study is conducted to improve the Philippine public sector’s recruitment process. The Civil Service Commission (CSC), the government’s central human resource agency, in order to promote appointments that put emphasis on merit and fitness, has developed competency- based recruitment that identifies observable, measurable and verifiable factors based on an applicant’s demonstrated technical and behavioral skills.
Blind Hiring Process is carefully considered as an improvement in such an endeavor. This process anonymizes an individual’s demographic information, which was said to create conscious and unconscious biases. This promotes equality and diversity in the recruitment process through objective assessment of skills and knowledge, free of biases from their name, status, gender, age, and school attended.
Through Blind Hiring, the applicant’s demographic profile will be removed/hidden but secured by an Applicant's Code/Reference in the application form, examination and shortlist submitted for selection by the appointing authority.
To examine the acceptability and effectiveness of this process, the researcher used a survey questionnaire and presented it on quantitative approach. The respondents are randomly selected from three government agencies in Quezon City. The result provides high acceptability and employee morale. Therefore, the researcher used "Anonymized Competency-Based Recruitment" to integrate the Blind Hiring into the CSC’s competency-based approach.
I like the idea, it promotes fairness and diversity in the workplace. Can we request a copy of the full study?
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THEME A: SOCIAL EQUITY AND WELL-BEING
income and wealth distribution; poverty and equality; redistribution policies; social services and protection; inclusive governance; etc.