The process of recruitment and selection
The process of recruitment and selection is a set of stages or steps that aim to recruit and select the right people for a job in a company.
It starts with defining the profile of the applicant, and continues the search, recruitment or call for candidates, evaluating them, selecting and hiring the most suitable, and induction and training of it.
Let’s look at each of the steps in the process of recruitment and selection:
1. Definition of the profile of the applicant
The process of recruitment and selection begins with the definition of the profile of the applicant, ie the definition of skills or characteristics that a person must meet so that you can apply for the post we are offering.
For example, we must determine what knowledge, experience, skills, values (eg, honesty, perseverance, etc..) And attitudes (eg, capacity for teamwork, tolerance to pressure, etc.). We want to have.
And for that, we must consider the position to which the person postulated, for example, for a job related to customer service, as well as experience, we may require ability to relate to others with words, friendly, etc. .
But in addition to the vacancy because we must also take into account our business in general, and thus, for example, the profile of the applicant may also include the ability to adapt to the environment or corporate culture.
2. Search, recruitment or call
The next step is the search, recruitment or call for applicants who meet the qualifications or characteristics that we defined in the previous step (without having to meet all of them).
The following are some of the major sources, forms and methods through which we seek, recruit applicants or call:
announcements or warnings: the most common form of search or call applicants is through ads or announcements, whether in newspapers, Internet, posters, murals on tanks, walls or windows of our local, and so on. The advantage of this method is that we can reach a large number of people, while the disadvantage is that it involves more time and cost than other methods, which is why it is recommended that when writing the ads, let’s be more precise and specific possible in terms of requirements.
Recommendations: another common way of getting candidates is through the recommendations we make contacts, friends, acquaintances, employees of our company, customers, research centers, etc.. The advantage is that it is faster and less expensive to get candidates, while the disadvantage is that it may recommend candidates who are not really qualified, except those recommended by our own workers, knowing that their prestige is at stake, they may recommend good candidates.
employment agencies: companies where we provide applicants with certain skills and characteristics as defined by them.
competition: competitors, which we can get trained and experienced applicants.
consulting in human resources companies specializing in search candidates, but at a very high cost.
practices, is to take as candidates practitioners already working with us temporarily.
files or databases, is taken as applicants who have already tested or who have left us your resume above (for calls in the past).
This stage also includes the request to applicants that send us your resume or complete an application form empelo (which must be designed in such a way that allows us to collect as much information as possible).
3. Evaluation
The third step of the recruitment process and selection is the evaluation of the candidates we have recruited or summoned to choose among them the most suitable (or most suitable) for the position you are offering.
This stage can begin with a pre-selection (eg, through review of resumes) that allows us to screen out applicants who do not meet the requirements requested, or allows us to have a reasonable number of applicants which to assess.
And once we have a reasonable number of applicants, we proceed to evaluate and cite them through the following process:
preliminary interview, the applicant is to take an initial interview in which he informal open-ended questions do in order to see whether it really meets the requirements we have requested.
knowledge test, the applicant is to take an oral and written with the purpose of determining whether it meets the necessary skills for the job.
psychological testing: is take a psychological test to determine your emotional balance, for which we could hire the services of a psychologist to help us with it.
final interview, is take an interview more formal and stringent than the first, where do you open questions in order to know in depth, which could be taken by the head of the area to which applying.
Is possible to avoid some of these stages in order to save time and reduce costs, however, the more formal and rigorous evaluation process is more likely we are to hire the right person.
During this evaluation process is important to confirm that the information and references provided by the applicant are true, for example, communicating with his former bosses and asking if the information you have provided is correct.
Also, it is also important to assess how the performance has been the candidate in their former jobs, for which we could also choose to communicate with their former bosses, peers and subordinates, and consult them on their performance.
4. Selection and recruitment
Once we have evaluated all applicants or candidates, we select the best performance has been in testing and interviews, that is, we select the most suitable candidate to fill the vacancy.
And once we have chosen the most suitable candidate, we go to contract, ie, to sign a contract with him, which states the job performed the functions it performs, will receive compensation, the time you work with us and other aspects that may be necessary to agree.
Even before hiring him, we might decide to test for a short period of time, to directly assess their performance in his new role, in addition to their ability to relate to his new bosses, peers and subordinates.
5. Induction and training
Finally, once we have selected and hired new staff, we try to fit as soon as possible to the company and enable it to perform properly it can be in your new post.
To do this, we could start with them about the facilities and areas of the company, tell you where to find the tools you might need for your work and submit to their immediate supervisors and peers.
Then we could point out her work schedule, tell you where to store your belongings, give his uniform if necessary, tell you how to keep it in good condition, tell you what to do in case of emergency, etc..
And then tell you about the processes, policies and standards of the company, and assign a tutor responsible for training on the functions, tasks, responsibilities, duties and other special features of your new position.