The selectionón of employees is a process for choosing más suitable among those who apply for a position. Once potential applicants have been identified, The next step is to evaluate your qualification.ón, qualities, experience, capabilities, etc. and make the selectionón.
You can choose between the candidates, inside or outside the organizationón, the person más suitable for the current position or for future positions. It is a matter of managerial decisions to predict whaté candidates will haveán ésuccess if hired.
If it's been a long time since the úlast time you interviewed for a job, you may be puzzled by the new procedures that are common today.
Today in Día, companies do in their selection processóNo of employees, from phone interviewsóunique to screening testsón of drugs and they may not be quite like the ones you remember. In this post we tell you everything you need to know.
Content
Steps of the selection processóNo of employees
The biggestíof the companies begin the selection processón of employees notifying human resources of the new vacancy for the position. These evaluateán What are the qualifications that must be met to fill the position and announce the vacancy in the written press or in theínea, waiting to receive potential candidates.
The curriculum vitae of the candidate plays an important role in this new selectionóNo of employees, since it is the source of informationówhere they are included:
- Work and educational history.
- Evaluationóno of carácharacter.
- EvaluationóNo. of performanceñthe work.
And it is from the revisionóno of the currítail, which human resources filters the núnumber of applicants considered for selectionón. I will come nextá the evaluationóinitial n, interviews, evidence, researchón of background, examen méI say and finally the selectionón of the best available candidate.
1. Evaluationóinitial n
In this first stage, human resources checks the curríasses and matches each candidate's background to the job requirements. Of hundreds of currículums that arrive, HR can only consider a dozen or fewer for an interview.
It is possible to find among the currículums to various candidates with an educationón and experience that exceed the qualifications for the job, and in other cases, candidates who do not meet the requirementsícheers for himself.
2. Job interview
The job interview is especially significant, because the candidates who reach this stage are considered the mostás promising. Generally, the place fíinterview guy is nice and private, with an míno interruptions. Nevertheless, úLately, telephone interviews have been a trendóunique.
The interviewer is a nice person, with the ability to listen and communicate effectively.
At this time, the interviewer will beá familiar with the applicant's qualifications and assessá personally the skills and personal qualities of the same. These personal qualities include appearance física, ability to speak, Good vocabulary, aplomb, adaptability and assertiveness.
3. Tests for selectionón of candidates
The staff tests are a valuable way of measuring characteríindividual statistics and various dimensions of behavior. Además, measure mental abilities, knowledge, the skills físic, the personality, the interés, temperament and other attitudes.
Evidence suggests that the use of tests is increasinglyáIt is frequent to assess the qualifications and the potential of ésuccess of an applicant. The tests are used más in sector púpublic than in private and in medium and large companies than in small companiesñas.
4. researchón of background
The investigationóThe purpose of the background check is to verify that the informationóno in the curríhow much is correct and precise.
This step is used to verify the accuracy of the CV throughés of former employers and references. Spaghettiéverification is not performedón of educationón and the situationónot legal to work, credit and criminal history.
Knowledge about support issues, insubordinate usón, stealing or other behavior problems, it can certainly help avoid hiring someone who is likely to repeat those behaviors.
5. Examen méI say
Once the decision has been madeóNo offer of a job, the next phase of selectionón of candidates implies the realizationón of an examéI say / fíphysical. In general, a job offer depends on passing with ésuccess this exam.
permanent job offer
The people who make ésuccess in previous steps, are considered eligible to receive the job offer. I decided itórecruitment no.ón must be taken by the manager of the department where the vacancy exists.
The results of the selection processón should be made known to the candidates, successful and unsuccessful, as soon as possible. Any delay may result in the company losing a top candidate, since the best prospects often have other employment options.
