Summary
In this essay we will talk about staff recruitment, the importance of this procedure within companies and the correct way to have an excellent choice of staff for the position for which the vacancy is requested, how it has evolved and how it has been given the value over the years.
introduction
Personnel recruitment begins when the need to occupy a position within an organization arises…
First, we will talk about how this need arose within organizations, as well as the importance of this procedure within a company. Then we will see the procedure that is carried out for an excellent recruitment of personnel which is necessary for the achievement of the objectives.
We will announce the importance of conducting an online interview with the candidate for the position; the two ways of recruiting staff that is internal and external.
II. Background
We can consider that recruitment is an information system through which the organization disseminates and offers the human resources market the job opportunities that it intends to fill. To be effective, recruitment must attract a sufficient number of candidates to adequately supply the selection process.
It is to supply the selection of basic raw material (candidates) for its operation. Recruitment consists of data on present and future human resource needs of the organization in activities related to research and with the intervention of sources capable of providing the organization with a sufficient number of people that it needs for the achieving your goals. It is an activity whose immediate objective is to attract candidates from which the future members of the organization will be selected.
In the selection of personnel, the person whose capacity for this activity must be developed in most of the characteristics that one must have to be a good recruiter… "For the personnel selection process to be effective, the" recruiter "must get to know the company well, its culture, environmental characteristics, etc. ”(Nebot, M.; García, J. & Schmitz, R., 1999, p. 15).
People must be differentiated by what each one knows how to do in the workplace; thus, it is necessary to carry out some tests or exams to know what their skills are and in which area they perform best so that the organization in turn functions properly. "People differ in intelligence and abilities, work must be done to know their special inclinations in order to provide training according to their characteristics" (Huarte, 1989).
III. Development
Personnel selection procedure
During this process, applicants are informed about the attitudes required to perform the position and the professional opportunities that the organization can offer its employees.
Once the vacancy coverage reaches the Employment department, and before starting the recruitment process, it is important to gather information about the position to be filled. For this we can resort to job descriptions, as they provide basic information about the functions and responsibilities of the position.
As a result of the consolidation of the use of these techniques, a custom of action is established, a pragmatic one, we could say, on which it continues to be investigated and improved in procedures and, if possible, in results: projective tests, tests of personality, deepening in interview techniques, group tests, simulation exercises, biodata, management by competencies, etc.
Recruitment process
Figure 1: Recruitment Process developed by (Dessler, 2000, p. 9)
Next we will talk about the importance of personnel selection in an organization.
The importance of personnel selection in the company
Through the years, the need to carry out the occupation of a job in a systematic way has been imposed; In the past, this process has not been given the importance it deserves, filling positions blindly and gropingly, and the results were people not adequate to the demands of the job that led to job failures, sick leave, rotations and bad work climate. job…
“There is much less rigorous literature on the selection of personnel in organizations than on other disciplines such as professional training or remuneration and compensation methods” (García, M; Hierro, E; Jimenez, J., Pp. 35,36).
Although it is true today that what happened before no longer happens, more and more importance has been given to this process, since with the changes and improvements that have been made, organizations have been successful and successful.
There are two types of personnel recruitment, which are classified as internal and external.
External recruitment is the call for people with qualities and skills necessary to be able to perform the position for which the vacancy is, this is called the entry of human resources.
Internal recruitment is the call made to the staff of the same company, they are the hierarchical movements that are made to assume new positions and rise from one position to another, depending on the functions you can perform and based on the knowledge and experience that you have acquired in the time you have been in the company… ”the external selection of personnel, when the search and recruitment is carried out outside the company, the internal selection of personnel, when the process is carried out with candidates already members of the company ”(Nebot, M.; García, J. & Schmitz, R., 1999, p. 17).
It is necessary to conduct an interview with the person interested in the position, this is to get to know the person physically regarding the personality characteristics that they must meet, as well as to observe the body expressions they make when answering the questions of the position, and describe it… “the interviewee must understand the reason for it very well, since there is a certain tendency to consider, for better or for worse, that these interviews are evaluations of efficiency” (Dessler, 2000, p. 87).
IV. conclusion
Recruitment is an important part of an organization that is where the entire operation starts, since if there is not a good choice of personnel, the objectives of this will not be achieved, and the goals that are set for a certain period of time, will be It will lengthen since it will not be producing effectively, as well as the employees must meet certain requirements, the organization or those who are in charge must motivate their staff, provide incentives and greatly motivate their ego as the best employee of the company.
The procedure that must be followed for the acceptance of personnel in case of being external must be clear, and know the performance of internal workers for the promotion of a position.
V. References
- Dessler, G. (2000). Staff Administration. Edo. from Mexico: Pearson.García, M; Iron, E; Jiménez, J. (sf). Staff pick. ESIC.Huarte, J. (1989). Examination of wits for the sciences. Cátedra.Nebot, M; Garcia J; Schmitz, R. (1999). The selection of personnel. Confemental Foundation.
