Essay On Recruitment and Selection of Personnel
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ScribdTranslationsEssay On Recruitment and Selection of Personnel
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ScribdTranslationsESSAY
RECRUITMENT AND SELECTION OF PERSONNEL
INTRODUCTION
The selection of personnel is done effectively in every organization, the hiring of a
New member becomes decisive because all the company's effort will be seen
reflected in its management, this starts with the search for candidates and ends
with the receipt of job applications. Recruitment and selection refers to
find the suitable candidates by assessing their physical and mental potentials,
as well as the skills for a job position.
There are two types of recruitment, external and internal, internal is when
When a specific vacancy arises, the company attempts to fill it through relocation.
of the employees who can be promoted or transferred by promotion or
for their skills becoming a factor of motivation and empowerment for
The members of the organization, this is the moment when the benefits are seen.
of training and development processes in such a way that not only is it thought of
to meet immediate needs, but rather it is about coverage
future of vacancies. One of its main advantages is that it proves to be more
economic because the company saves on costs arising from the
fees paid to specialized institutions, personnel in charge for the
receipt of documents or the announcements to promote the vacancy. On the other hand,
the external arises when an organization attempts to fill a specific vacancy
fill it with people or external candidates attracted by recruitment techniques
which creates a comforting influx of ideas and experiences and different approaches
about the problems that arise in the organizational environment in addition to
to become a source of updating regarding the competitiveness of others
organizations.
DEVELOPMENT
The personnel selection process begins when the head of the vacant area informs the
Human resources manager the need to carry out the recruitment process and
selection of the vacant position for which a requisition will be used. Upon receiving the
Personnel requisition will require job analysis with the objective
to determine the requirements that a person must meet to occupy the
efficiently positioned. At the time of making the selection, there are aspects that help
to decide who should be selected, among these aspects is
a) the job application, is a document that allows to gather from
introductory way the data of the possible candidates to occupy a position, both
Employers, like workers, must be clear about some strategies to
optimize the use of this document; b) the curriculum is a document that must
collect the personal data, the training and the data clearly and concisely
candidate's work experience for a job position, the main objective is
to obtain a job interview with the employer and their role is the presentation of
applicant, highlighting his educational and work background that will be emphasized in the
personal interview; c) the interview, after the resume, that allows the employer
to access the personal data and characteristics of the applicant, aims to detect
clearly the most visible aspects of the candidate and their relationship with the
job requirements, such as physical appearance, ease of expression
verbal, the ability to relate, among others; d) The knowledge exams,
In this stage, the skill, potential, and specific knowledge of the
individual, as well as their ability in relation to the job requirements and the
possibilities of future development; e) psychometric test, tests are conducted
personality, intelligence, interests, entrepreneurship, and attitude; f) medical examination, is
very important within the selection process as the candidate is evaluated physically
applicant and determines if they are suitable to perform the functions of the position
requires; g) investigation of employment background, this investigation provides
additional information about skills, performance, knowledge, and history
work history of a candidate from a source other than the candidate themselves, that is, a
brief outline of the candidate's performance in their previous jobs; h) The decision
final selection, based on the information obtained in each of the phases of
the selection process proceeds to evaluate the job requirements comparatively with
the characteristics of the candidates, having done this, it is presented to the immediate supervisor and of
be necessary for the department head for the consideration and final decision. By
lastly, the induction is responsible for providing the newly hired employee with the
Due information about the introductory aspects of the company u
organization
positions, development expectations salary, regulations, etc. CONCLUSION
Conducting objective and transparent selection processes brings a multitude of
benefits for a company, so that in order to obtain the best service and
the product must have the best personnel, this makes it decisive for
increase efficiency, productivity, and customer acquisition. It is important to have the
the right person in the right place, therefore having the collaborators with the
specific competencies required for the job position and personality traits
aligning with the organization's climate contributing to the reduction of turnover
personal, optimizing the company's growth in relation to the investment
economically, emotions play an essential role in the work environment, for this reason
it is vital to thoroughly evaluate aspects that allow us to determine which
people have a harmonious profile with the values of a company as in large
measure, this factor depends on whether employees enjoy their work and wish
