Applicants' Recruitment Satisfaction: A Correlational Study in Catbalogan City Higher Education Institutions (HEIs)

AUTHOR(S)

AVELINA ABULENCIA-MONTEJO

ABSTRACT

— This study examined the factors influencing recruitment satisfaction among employees in Catbalogan Higher Education Institutions (HEIs) through a descriptive-correlational research design. The research investigated three key dimensions of satisfaction: job fulfillment, growth opportunities, and personal values alignment, while analyzing their relationships with various demographic factors. Data were collected from 201 faculty and staff members across multiple HEIs in Catbalogan City, representing diverse age groups, educational backgrounds, income levels, and employment types. The study employed both descriptive statistics (mean, standard deviation) and inferential statistics (Pearson correlation, ANOVA) to analyze the data. Results indicated that employees reported high levels of satisfaction with job fulfillment (Mean=3.44) and personal values alignment (Mean=4.16), suggesting strong congruence between employee expectations and institutional culture. However, satisfaction with growth opportunities was notably lower (Mean=3.35), highlighting a critical area for improvement. Statistical analysis revealed significant positive correlations between age and growth opportunities (*r*=0.23, *p*<0.001), as well as between income levels and both job fulfillment (*r*=0.20, *p*=0.004) and growth opportunities (*r*=0.22, *p*=0.002). ANOVA results showed that female employees demonstrated significantly stronger alignment with institutional values (F=8.45, *p*=0.004), while contractual employees expressed lower satisfaction with career advancement compared to their permanent counterparts (F=4.12, *p*=0.044). The study concludes that while Catbalogan HEIs successfully foster job satisfaction and values alignment among employees, there remains substantial room for improvement in career development opportunities and compensation equity. Based on these findings, the study recommends five strategic interventions: (1) implementation of structured mentorship programs, (2) establishment of transparent promotion pathways, (3) regular salary benchmarking exercises, (4) adoption of gender-inclusive workplace policies, and (5) creation of clear conversion mechanisms from contractual to permanent employment status. These recommendations aim to enhance overall recruitment satisfaction, improve employee retention rates, and better align institutional human resource practices with workforce expectations in the higher education sector. Keywords — Recruitment Satisfaction, Job Fulfillment, Career Growth, Values Alignment, Higher Education Workforce