The Human Resources of a company are those who determine whether it succeeds or fails.
Between one company and another there may be differences regarding their technology, their financial capacity, their time in the market, etc. But its fate is in the hands of its members.
Taking this into account, it is very clear that the Personnel Selection process is key. Because in this process we are going to find those who will define the future of the company.
Therefore, it is highly recommended that those who face it are specialists in the subject.
Currently, large companies outsource the service, aware of the importance of this problem.
Whether or not we decide to outsource this process, we must know that there are several stages:
1- Clear description of the job: tasks, position, salary that is paid in the market, characteristics of the workplace where it is going to be inserted, responsibilities, characteristics of the boss, growth possibilities, career plan, etc. Defining the career plan and growth possibilities are particularly important because they are used to know what to offer the candidate and match it with their interests.
2- Description of the person's profile, considering hard and soft variables: sex, age, place of residence (optional), training, experience (mainly experience in similar positions), personality traits, skills, etc. The Competencies of an individual are defined as the set of Knowledge (if he knows how to do it) + Skills (if he can) + Attitudes (if he wants to do it).
3- Selection of the Recruitment mode. There are infinite options for recruiting candidates: searches in your own databases, publications in graphic or electronic media, through company employees (if they know someone for the position), etc. Another option is to do it through Consultants. Generally, what they do is publish in newspapers and web pages, consult other databases to which they are subscribed, etc. In this case, they will not only be in charge of choosing the recruitment methods but also of other stages of the selection (for example, preselection of candidates).
4- Preselection of candidates (reading CVs)
5- Telephone pre-interview
6- First personal interview (in which a tour of the CV is made, the first aspects of the candidate are observed)
7- Assessment of particular skills: language, command of computer tools, etc. It can be done during the first personal interview
8- A 2nd and / or 3rd more “in-depth” interview
9- Verification of employment references
10- Psychotechnical Evaluation (can be done simultaneously with the 2nd or 3rd interview)
11- Presentation of the candidate to the company
12- Probing of the result of the post-entry selection of the candidate (now employed). Generally, a contact is made with the applicant company to evaluate the performance of the candidate. Some consultants give a 3-month guarantee.
Note: it is not strictly necessary to go through all these stages, but it is true that a greater number of tests may provide more information about the candidate (s), in order to make an efficient choice.
In addition to all these techniques, there are others (such as group interviews) that may or may not be used, depending on the position in question, the profile, etc.
Summarizing:
Whether we outsource the service or not, when we incorporate people into a company we must evaluate the candidates sufficiently to be minimally sure of what we are looking for and that the entrant fits what is required as much as the position fits what required by the applicant.
Remember that an employment contract is an agreement of the parties in which both must be satisfied with the relationship. If the worker does not agree with what his work environment offers him, he will end up dissolving the relationship or reducing his performance.
