The recruitment sources They are processes where job applicants are encouraged to apply for the positions that are available within the company. During the process, the participants are informed about the requirements for these positions, in addition to all the opportunities they could have when developing in the organization.
When a company finds itself in need of looking for a vacancy, it performs a process called recruitment. This process begins with the search for potential candidates who meet the requirements for the job position.
Advertisements
Recruitment is based on a set of procedures capable of attract qualified candidates and have the potential to occupy the positions required by the organization. It is an information system, by which the company offers the human resources department to fill employment opportunities.
For recruitment to be successful, a sufficient number of candidates must be attracted so that it can adequately facilitate the development of the selection process. In this sense,
Advertisements
In this article you will find:
Primary and secondary recruitment sources
The determination of this incorporation of personnel is very important, this is because the efficiency in the selection of candidates, reduction of search time and costs that this could generate. In that case, Recruitment sources can be classified into:
Advertisements
Primary sources
These are carried out when the organization makes a direct combination between the company and the human resources market.
Secondary sources
These are carried out through an intermediary, capable of carrying out the entire procedure between the company and the human resources market. It can be defined through recruitment agencies, service companies or the job market, among others. All of them can be in charge of finding and making contact with all the candidates who have the potential for the positions that the company needs.
Advertisements
These means to recruit personnel are used as a technique where the organization that needs personnel makes known its need for hiring for the various internal positions of the company.
Types of recruitment
Recruitment is the ideal way to attract people who want to aspire to different positions that are related to their professions, experiences and motivations. In addition to the possible positions that are available, there are a number of variables that can differentiate the various professional profiles.
Advertisements
Recruit a proper staff, is a fundamental and important step that can improve the strengths of the working groups. In the case of companies, it is a process that varies according to the context that the request requires. This variation can be classified as follows:
Internal
It is about the need to cover a position or job, through promotions within the same company, which means that the organization offers promotion opportunities for workers who want to take on new challenges in different areas or if they want to take responsibility for a position that contains greater difficulty and responsibility.
External
In this case, there is a need to assume specific job positions, which must be sought outside the company for reasons such as a specific profession or if it is a task that only a specialist can perform. Those who are in charge of this area are the ones who know which may be the appropriate personnel who can perform the work externally.
Mixed
This form of recruitment has the ability to promote employees with either of the two options outlined above. This option considers both the measurement of talents, as well as the remuneration.
Recruitment 2.0
This is the new type of recruitment, is in charge of doing all kinds of promotion through technological advances and through interaction with professionals through social networks. This type of admission attracts professionals who share business networks and experts where they are the ones who publish and promote their motivations and work experiences.
In this method, various applications are used, which automate the search for employees quickly and a database that is constantly updated is used.
Advantages and disadvantages of recruiting sources
The advantages and disadvantages that are presented below can help to establish the parameters that refer to this system:
Advantage
- They provide greater access to active and passive applicants who are highly skilled professionals.
- Applicants' reactions can be observed in real time.
- You can see the analysis of movements of the competition.
- They have better and greater diffusion.
- Find a direct connection between the applicant and the company.
- It is much cheaper than traditional processes.
- Access to applicants' information is faster.
- This system shows an updated and modern company.
Disadvantages
- It takes time to build defined strategies.
- It can deviate from the focus point.
- Sometimes it takes time to check applicants' references.
- You can fail in the agreed time to carry out the selection process.
Steps to carry out the recruitment
To successfully carry out a recruitment, the following steps must be followed:
Need to fill a position with another worker
This need can be generated by the creation of a new position or if a vacant position remains in the company.
Staff request
The requesting area sends the applicant directly to the selection manager.
Description of the position
It is based on a document that explains the functions and objectives of the position, as well as the competencies and academic requirements that the person who aspires to the position must have.
Job profile information
It is the information that describes the position, it evaluates the skills and knowledge that are needed to carry out the activities that correspond to each area.
Knowledge of company staff
An analysis must be carried out that details the importance of the position in the company and its place within the organization chart.
Perform internal search
The decision to recruit within the company will depend on your policies, this could help you reduce costs and promote existing staff.
Define sources of external recruitment
In case the vacancy cannot be filled internally, an external search could be done through radio announcements, the newspaper, exchange meetings, contact with specialized schools or universities, among other
Reception of postulated candidates
In this case, the applicants send their CV or application to the selection centers.
Background check
The antecedents that must be reviewed first, are the academic and the labor, so you will be able to know if you are suitable for the position.
Interview
When all the applications are filtered, the interviews are carried out and in this way the personal aspects of the applicant can be better understood.
Specific and psychological evaluation
Mostly according to the profile of the position, some personality and intellectual psychometric tests should be carried out, in some cases medical examinations should also be carried out.
Reports on the finalists
These reports report the evaluations of the candidates selected for leadership.
Winner selection
When the choice of the appropriate candidate is made, the requesting area will transmit to the selection department to continue carrying out its selection processes.
Negotiation offer in writing selected candidate
A letter of proposal is made to the selected candidate, indicating the salary and benefits.
Communication with applicants who were not selected
The selection department has a duty to inform applicants that the decisions made by the company were not selected.
Admission process
At this point in the process, documentation is requested and the hiring process is carried out. Some companies carry out a socioeconomic study of the selected candidate.
Induction and training
This is the final part of the selection procedure, where the candidate introduces the candidate to the company and is made aware of the job functions that he will perform.
Importance of recruitment sources
The importance of a suitable staff recruitment process, is based on the objective of knowing how to make a good selection of applicants. They must understand the requirements that a certain position in the company needs.
Through this type of selection, the organization can come to know what the suitable candidates for recruitment and thus have the ability to efficiently perform the work that is assign them.
This recruitment process must have consistency with the organization's strategic plans, since it is a key point to know how to make a correct selection for the needs of the company and at the same time have an excellent human capital that provides a competitive and productive organization, due to the quality and efficiency of its personal.
It is necessary to carry out an efficient process, to be able to select the candidate who has the best capacity to occupy the position and thus increase the good staff performance and the effectiveness of the organization.
During this selection process, the skills, aptitudes, interests and personality of the candidate and in this way it will be possible to know if he meets the skills for the position and provides life and growth to the company.
