Abstract
As the largest employer in the Philippines, the Department of Education (DepEd) plays a critical role in shaping equitable and efficient public service systems, especially in teacher recruitment. In response to longstanding concerns regarding transparency and efficiency in hiring, the DepEd Bohol Division implemented a reformed recruitment and selection system for the 2024–2025 and 2025–2026 hiring cycles. This study evaluated the system’s effectiveness as experienced by teacher-applicants, focusing on four dimensions: process efficiency, fairness, applicant portal usability, and overall satisfaction. Grounded in Strategic Human Resource Management, Organizational Justice Theory, and the Technology Acceptance Model, the study used a descriptive-evaluative design to analyze data from 902 valid survey responses. The instrument, which yielded a Cronbach’s alpha of 0.88, underwent pilot testing to ensure internal reliability. Descriptive statistics revealed high ratings across all indicators: efficiency (M = 4.32, SD = 8.00), fairness (M = 4.23, SD = 8.49), portal usability (M = 4.24, SD = 8.77), and satisfaction (M = 4.30, SD = 8.47), with an overall mean of 4.27. A z-test showed no significant difference in ratings between the 2024 and 2025 cycles (p = 0.14), indicating consistent implementation. However, ANOVA results revealed statistically significant differences in perceptions based on the number of application attempts (p = 0.001) and current employment status (p = 0.012), suggesting disparities in experience among repeat applicants and those outside the DepEd system. Other demographic variables showed no significant variation in ratings. While the system was perceived as highly effective overall, the voluntary and non-randomized nature of the sample presents a limitation in generalizability. Nonetheless, the findings underscore the system’s strengths in efficiency and fairness, while calling attention to the need for greater inclusivity and responsiveness to underrepresented voices in the applicant pool. The study provides empirical evidence that may guide other divisions and national policymakers in refining recruitment systems toward more meritocratic, transparent, and applicant-centered practices.
