Topic:

Process recruitment, selection and

recruitment.

Name: Nathaly Michelle Osorio

Career: Business Administration

This process begins with the definition of

the candidate profile.
There are some techniques for
recruitment, as the interview, the
psychometric tests and medical
examinations among others.
Then each of the steps in the recruitment
and selection of personnel:

1) JOB PROFILE
It consists of the
description of the
skills a worker
must have to
efficiently perform
a job.

2) Recruitment
is the process of finding and
interviewing applicants who fit the
skills or characteristics that have
defined in the job profile.

These are some of the sources, forms and

methods through which we can find,
recruit applicants or call:
Newspaper ads: the
most common way to
search or call applicants
is through the
publication of notices or
announcements,
whether in newspapers,
Internet and posters.

 Employment agencies:
companies where they
provide applicants with
certain skills and
characteristics defined
by them.
Consultants in human
resources: companies
specialized in search
candidates, but in a very
high cost.

3) Evaluation
The third step is the evaluation of the
candidates we have recruited or called,
in order to choose among them the most
suitable for the position that the company
offers.

This step perform a process, that

follows:
Interview:
is important in the
selection process
personal activity, is a
basic process in
decision-making to find
people who will be part
of organizational
activity.

 psychological test: is a tool that

attempts to measure or evaluate a
specific psychological characteristic, or
general personality traits of an individual.
Final interview is a formal interview, in
order to meet the candidate in depth,
which could be directed by the manager
of the area to which postulates.

4) Selection and
recruitment

Once we have evaluated all applicants or

candidates, we select the best
performance has had in testing and
interviews, we select the most suitable
candidate to fill the vacancy.

Then we spent to hire

him signing a
document point out
where to play the
position, functions
performed, his
remuneration, time
that will work with us
and other things that
might be necessary to
agree.

5. Induction and training

Finally, once we have selected and hired
new staff, we must try to fit as soon as
possible to the company, and can enable
him to perform properly in its new
position.

To do this, we can start with him know the

facilities and areas of the company, tell him
where to find the tools he might need for his
work, and introduce him to him immediate
supervisors and co-workers.
And then tell him about the processes, policies
and business rules, and assign a guardian to
take care to train them on the functions, tasks,
responsibilities, duties and other special
features of his new position.