The recruitment It is a series of procedures that are used in the development of a process where a number of people are summoned who have the capacity to assume a certain activity. It is a system that is widely used in the labor system and in other types of practices where a number of vacancies are needed.
This process is the main step to attract the attention of all those people who are interested in a job position. Then a more appropriate selection is made, depending on the requirements and competencies that the company has requested.
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The job recruitment It comprises a mechanism used by the human resources department of a company, it can be owned or contracted to carry out the recruitment, selection and hiring service of personnel who are trained to work in the organization.
To carry out this, the company has to contain all the information required by the position that is vacant, the competencies that are necessary and the number of people recruited who have an approximation, due to the regulation provided by other factors such as the offers of the market.
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In this article you will find:
Types of recruitment
An organization can process a selection of personnel and manage human talent in different ways, through the resources it has to have, the amount of time available to capture the new employee or also the different characteristics of the position to be filled.
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East recruitment program is listed as one of the best in strategic planning of an organization, since it has as the main objective to benefit the needs of the operation of the company so that it can achieve its goals. Depending on the techniques applied, the recruitment process can be classified as follows:
Internal recruitment
This technique is developed internally in the company in case there is a vacancy. In this sense, try to replace the vacancy in consideration of the position assigned to employees who are already working in the company.
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Uses a relocation procedure where the worker manages to advance within the organization through a promotion or promotion. It is a low-cost procedure, where it is used for a short time and helps to stimulate the rest of the workers.
External performance
This recruitment is known through the vacancy promotion within the organization or if it decides to seek applicants externally through calls or advertisements. It is much more expensive and requires a greater amount of time, despite this, the aspiring to be hired could have the opportunity to bring new and innovative knowledge to the company.
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Mixed recruitment
It's about a recruitment combining internal and external techniques, in order to bring greater applicants to the company. During the process, a search is carried out outside the organization by calling various applicants externally or also internally when considering the aptitudes of the workers of the company itself so that they opt for the positions that are vacancies.
What is recruitment 2.0?
It is a type of innovative recruitment, which is responsible for promoting candidates through technological advances, interacting with trained professionals through social networks.
This technique is of great attraction for those professionals who share their business knowledge and have experience to promote their advanced work habits. It is a fast employee search method that constantly updates its database.
Recruitment steps
To perform this type of technique, the following steps must be followed:
Need to fill a position with another worker
This happens due to the creation of a new position or in the event that an existing position becomes vacant.
Staff request
In the applicants area, it induces the applicant to meet with the recruiter.
Description of the position
The description of the vacant position is found in a document, which details the functions, the competencies and academic requirements that are required of the applicant who is selected for assume it.
Analysis of the applicant within the organization
This analysis assesses the importance of the position within the company and indicates its place in the organization chart.
Internal search
The company may decide to recruit internally first, depending on the policy of the organization, this could reduce costs and help promote the workers of the organization.
Definition of external sources of recruitment
In case the position is not covered internally, the search must be done externally.
Reception of postulated candidates
In this case, applicants must send their CV or application to the selection site.
Background check
A review of the academic background and work experiences is carried out, in this way it will be known if the applicant is the one indicated for the position.
Interviews
Once the documents have been reviewed, the interview is held to learn more about the personal aspects of the applicants.
Specific evaluations
In addition to the analysis of intellectual tests, medical examinations and even union interviews must be carried out.
Reports on the finalists
In these reports all the evaluations of the applicants that will be presented to the authority of the company are reported.
Offer to the applicant in writing
A written proposal is made, which will be delivered to the selected candidate, where the salary and benefits corresponding to the position will be included.
Communication with people who were not selected
The person in charge of the recruitment process, has the responsibility to participate to the applicants who were not selected, what was the decision of the company.
Admission process
When this level is reached, it is essential that the selected candidate delivers the documents that lead to the hiring process. In some organizations they hope to reach this level to carry out the socioeconomic study of the candidate.
Induction and training
This is the last step of the recruitment process, it is where the candidate is presented to the company and is informed of the job functions that she will have to perform.
How important is recruitment?
For employers to attract more efficient applicants to available positions, as well as their incorporation to the company, are fundamental situations within the strategic plan of the organization and its vision of growth.
If this process is not done properly, the opportunity to enter an applicant with the skills and potential could be lost. for the required position or it may also be the case that a person with negative characteristics is hired that affects the proper functioning of the business.
Next, the importance of recruitment and selection of personnel for the companies:
Strategic importance
The recruitment and selection process of personnel is of utmost importance for the company. Having a professional, efficient staff with the best capabilities is the most favorable for the company to have a maximum level of competence. Talent, creativity and intelligence are insurmountable values that can be acquired through a good selection of people with potential.
Influence on the work environment
If this type of process is deficient, it could present a bad income of a candidate who does not meet the requirements for the position and ends up disharmonizing the work environment of the company. It is necessary to bear in mind that positive or negative emotions can be contagious.
Effects on training costs and labor capital
Aside from wasted time on inefficient recruitment, if you hire someone who doesn't meet the The profile and requirements of the position may increase the costs of training and training.
Because of this, it is extremely important to have the maximum knowledge of the position and thus define the competencies that are needed to work efficiently and with good performance.
