One part that is very important for the development and growth of a company is the organizational resources within which the human resource is located, so its selection (that is, the choice of the right person for a suitable position and at an adequate cost) and recruiting are very important steps towards having only the most qualified people to fill that position or vacancy.
But when a company is recently created, there will be many vacancies but if, on the contrary, the company has been in the market for some time, it is assumed that it already has its HR inventory (“all those resources in Regarding the personnel that the company has so that the positions that become vacant can be filled) in this way the recruitment of new personnel that could cause us losses due to having to carry out training will be avoided; and it would also help our staff who have been working in our company for a long time and who deserve a promotion and are trained since they have the necessary knowledge about the organization.
Therefore, and for the company to have the best in terms of HR, the following steps or elements of the technical selection of personnel must be carried out:
In the first place, it is assumed that we have a vacancy for this reason it must be filled, we will start with the requisition that must be designed by the HR department, according to the needs of each company, and will contain at least: the Reason for the vacancy, the corresponding department, the position to be filled, date to fill the position, hiring time, shift, schedule and corresponding salary;
Then we continue with the job analysis that "These are the requirements that the position demands to be filled by a suitable person." So the job analysis "is based on the job and not the person."
We proceed to the valuation of positions: and this step is nothing more than the value that a position has according to the requirements, and what place it occupies with respect to others within an organization. Followed by the inventory of human resources which consists of locating the ideal candidate to fill a vacancy from among the people who currently provide their services to the organization.
This is what I mentioned at the beginning, we must use our people before recruiting personnel from abroad since it brings us many advantages and we avoid future problems.
Recruitment:
If we are unable to fill a vacancy through the HR inventory, we will have to go to the candidates who are waiting for an opportunity and, since they are not located either, we will proceed to recruit external personnel through:
- Sources of supply: which is the place where I can find the right staff for the position I want to fill. And these places can be the following: From "the door of the street" (where the candidates for the position attracted by the prestige of the organization appear). And also thinking about the unions, schools, employment agencies, and relatives or recommended of our personnel. There are also the means of recruitment: which is the way to attract future personnel to the company.
Requisition to the respective union, the job application, a letter, by telephone, by the press, by radio or TV through brochures or by the internet, a medium that everyone has access to for a long time.
The recruitment of personnel has a cost, therefore it must be anticipated before since requiring personnel by these means can bring us high costs.
But now another point is… How should we receive the candidates?
Therefore, the ideal thing is that the reception area should be: accessible, functional, comfortable, well lit and with windows, as well as without any noise and of course very clean.
All this so that the candidate forms the best impression of the organization, and that from before his hiring he feels an admiration for the company and a good image of the organization is formed.
The job application and the initial or preliminary interview are necessary steps for this recruitment, the first can be done by the applicant, and the second is done by the company to determine in a general way the most important aspects of the candidate and their relationship with the requirements of the candidate. Market Stall.
The psychological, work or knowledge tests and the medical examination are very necessary elements for the new employee since the company has to be sure that its future worker is in good physical and mental condition.
The socioeconomic study will help us to provide the necessary data from the prospect and also to corroborate data from the curriculum and the interview.
After all this somewhat complicated process due to the series of steps to follow, this will culminate in the final decision by the company or rather by the immediate future boss since he will be the one who will have direct contact with the candidate or worker hired.
