Recruitment and selection

Recruitment and selection

1. The importance of recruitment and selection

   • Factors that should be taken into account when you are recruiting and selecting

2. Does a vacancy exist?

   • Conduct a job analysis
     • The recruitment strategy
       • Which recruitment techniques should a company use?
         • Shortlisting
           • Application form
             • Biodata inventories
               • Job previews
                 • Drug screening
                   • Graphology
                     • Online tests
                       • Curriculum vitae or résumé
                       • psichotecnicals
                       • knowledge proof

3. Selection

   • Interviewing
     • Effectiveness of interviews
       • Selection tests
         • Effectiveness of tests
           • Personality tests
             • Assessment centres
               • Reference checks

4. Is there an ideal, or ‘one best way’ approach to final selection?

5. cost and budget

   • voldity
     • prediction of refers to the score of the person
   • fairness
     • is the justification that the human recurses department
   • the recruitment estrategy
     • once you have the vacancy you start whit the desition of where you will trasmit.

6. sellection process

   • steps

7. Recruitment and selection of personnel is a process by which companies hire appropriate staff to occupy a place, the program of recruitment and selection of personnel must be within the strategic planning of the company so that it runs a meeting the objectives Of the company This process has 4 basic steps: analysis of needs of the company, recruitment, selection and incorporation to the organization.

8. 1 Recruitment processes. 1.1 Internal. 1.2 External. 1.3 Mixed. 2 Sources. 2.1 Internal. External 2.2. 2.3 Means. 3 Recruitment in Public Administrations. 4 Recruitment and Selection Steps. 4.1 Recruitment 2.0. 6 References. 7 External links.

9. internal

   • Internal: This is to seek among my workers potential candidates (promotion). Advantages: It is more economical in time and money; You already know the people (candidates); The candidate knows the company (a worker is not 100% productive until 6 months pass, in the case of internal recruitment this period is shortened); I take advantage of the investment I made in training (training is usually done to develop, if someone comes from outside may have to be formed); Improves the company climate; Increases the commitment and motivation of the company's workers. Disadvantages: Inbreeding (no new ideas come in); Slows change and innovation; Sometimes creates a sense of inequity among workers (because they have chosen one and not another).

10. external

    • External: When we consider that internal recruitment has more disadvantages than advantages or we do not consider it convenient for any reason (eg when opening a new department). Advantages: Improves innovation and processes of change; We take advantage of the training given by others. Disadvantages: It is more expensive; Can generate bad weather and demotivation of workers. O Types: + Press announcement. Advantage: I can expand recruiting coverage; Inconvenience: it is the most expensive procedure. They can be used as ad launchers: · Internet. · Public employment offices. · Educational centers (university, training cycles, ...). · Concerted employment offices. · Newspapers. + Employment Offices. Advantages: they are free; They have a good database so I will find candidates (they can even make them selection although it is not highly recommended); Is a quick procedure. Disadvantages: Candidates may not have the desired profile. + Have a portfolio of candidates. There are c