Universidad de Mexicali.

Process of recruitment and selection of personnel.

In partial requirement of English II.
Pnfr. Javier Heredia

By
Anglica Delgado Campista.
Tecate B.C.
August 2016

Table of contents.

Epilogue.....................................................................................................................2
Introduction................................................................................................................2
Justification................................................................................................................3
Thesis.........................................................................................................................4
Theoretical framework...............................................................................................5
Development............................................................................................................14
Conclusion...............................................................................................................18
Exhortations.............................................................................................................19
Epilogue...................................................................................................................20
Bibliography.............................................................................................................20

Epilogue.
The only capital that really matters is human capital. - Warren Bennis-.

Introduction.
Companies use different strategies, methods, or techniques for routing to a stable
future; however no implementation is all effective. Therefore, this essay aims to
publicize the meaning about the process of recruitment and selection of personnel
within a company, stages comprising the process of recruitment and selection of
personnel, the definition or explanation of each one of them. As well as also, the
differences in recruitment and selection of personnel, and the importance of the
selection of personnel.

Justification.
The recruitment and selection of staff, in my opinion, is a key within a company
issue, because by means of this process the company can choose one or several
persons who are qualified to fill a position or perform some activity, avoiding
possible mistakes that could have been made.
Personally I found this issue of utmost importance for the present essay, because
sometimes the institutions make some mistakes when selecting its staff, since
some events have occurred in my personal experience, one of them was that at
the time of that request a document with photography, in the direction of an
Institute, the Secretariat hit photography incorrectly Now this it should be at the
bottom, which generated a big problem in the direction causing a serious
discussion. This would not be submitted if the institution will have directed staff to
properly do the job assigned.

Thesis.
The process of recruitment and selection of personnel within a company is
important since this process can identify and choose the right person to play any
position, trying to maintain efficient and effective a company so that it develops
properly.
If the process of recruitment and selection of personnel did not exist within a
company, they would enter a myriad of people unable to perform or cover any
activity affecting in a way that would impede the economic development by the
company to stagnate.

Theoretical framework.
The process of recruitment and selection of personnel.

The process of recruitment and selection of personnel is a set of stages or steps

that are aimed at recruiting and selecting the most suitable staff for a job in a
company. It begins with the definition of the profile of the applicant, and continues
with the search, recruitment or call for applicants, evaluation of these, selection
and hiring of the most suitable, and induction and training of this. Stages that make
up the process of recruitment and selection of personnel:

1. Definition of the profile of the applicant.

Recruitment and personnel selection process begins with the definition of
the profile of the applicant, i.e., with the definition of the competencies or
characteristics that a person must meet so that you can apply for the
position that we are offering. For example, we must determine what
knowledge, skills, experience, skills, values (e.g., honesty, perseverance,
etc.) and attitudes (e.g., capacity for teamwork, tolerance to pressure, etc.)
want to own.
And to do this, we must take into account the position which posits the
person; for example, for a post related to the attention to the public, as well
as experience, could require ability to interact with others, ease of Word,
nice, etc. But besides the since in vacancy also must take in has our

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personal/
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company in general, and so, for example, the profile of the applicant also could
include it capacity to adapt is to the environment or to the culture of the company.

2. Search, recruitment, or call.

The next step consists of the search, recruitment or call for applicants who
meet the competencies or characteristics that we have defined in the
previous step (no need to have to comply with all of them). The following are
some of the main sources, forms or methods through which we can search,
recruiting, or call postulate:
a) Ads or notices: the most common form of search or call applicants is
through the publication of advertisements or notices, either in
newspapers, Internet, posters, murals in studios, walls or windows of
our local centers , etc.
The advantage of this method is that we can reach a lot of people,
while the disadvantage is that it implies a more time and cost than
other methods; reason by which is recommended that to the write
them ads, be it more precise and specific possible as regards them
requirements.
b) Recommendations: another form common of get applicants is
through them recommendations that us make contacts, friends,
known, workers of our company, customers, centres of studies, etc.
The advantage is that it is faster and less costly for applicants, while
the disadvantage is that they could recommend applicants who are
not really trained, except those recommended by our own workers, to

know that its prestige is at stake, they could recommend good

applicants.
c) Agencies of employment: companies where offer us applicants with
certain skills and characteristics already defined by them
d) The competition: competitors, of which we can get trained and
experienced applicants.
e) Consultants in human resources and trained: specialized companies
in search for applicants, but at a cost very high.
f) Practices: consists in taking as applicants to the practitioners who are
already collaborating with us so temporary.
g) Archives or databases: consists in taking as applicants that have
already evaluated or persons who have left us your resume
previously (for past announcements).
This stage also includes the order to them applicants of that us send
your curriculum or that fill a form of application of employment (which
must be designed of such way that us allow collect the greater
amount of information possible).
3. Evaluation.
the third step in the process of recruitment and selection of personnel is the
evaluation of applicants that we have recruited or convened, in order to
choose among all them to the most appropriate (or the most suitable) for the
job we are offering.
This stage can begin with a preset (for example, through review of resumes)
that will allow us to rule out candidates who do not comply with the
requirements requested, or that allows us to have a reasonable number of
applicants to assess. And once we have a reasonable number of
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candidates, we had to quote them and evaluate them through the following
process:
a) Preliminary interview: is to take the applicant a first informal interview
in which we make open-ended questions in order to check if it really
complies with the requirements which we have requested.
b) Knowledge test: consists in taking the applicant an oral test and write
in order to determine whether it meets the necessary knowledge for
the position.
c) Psychological testing: consists of taking a psychological test to
determine your emotional balance, for which we could hire the
services of a psychologist to help us with this.
d) Final interview: consists of taking an interview more formal and strict
than the first, where do you open questions in order to know it in
depth, which could be taken by the head of the area to which they
apply.
It is possible to skip some of these stages in order to save time and
reduce costs, however, while more formal and strict is this evaluation
process, more possibilities will hire the right person.
During this process of evaluation is important to corroborate the
information and references provided by the applicant are accurate,
for example, to communicate with their former bosses and asking if
the information he has given us is correct.
Likewise, it is also important to evaluate how has been the
performance of the applicant in their old jobs, for which we could also
choose to communicate with their former bosses, peers and
subordinates, and consult them on their performance.
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4. Selection and recruitment.

Once we have evaluated all applicants or candidates, we had to select
which best performance have had in races and interviews conducted, i.e.,
move to select the most suitable candidate to fill the vacancy.
And once we have chosen the most suitable candidate, we had to hire him,
i.e., to sign a contract where we point the charge to functions, which take
place, the remuneration that you receive, time that will work with us, and
other aspects that might be necessary to agree with him.
But before hiring him, we might decide to put it to test for a short period of
time, in order to assess their performance in his new role, as well as their
ability to interact with their new bosses, peers and subordinates.
5. Induction and training.
Finally, once we have selected and hired new staff, we must ensure that he
suits the company as soon as possible, and to enable it to perform properly
in his new post.
To do this, we could start with give you to know the facilities and areas of the
company, tell you where you can find the tools they may need for their work,
and introduce you to their immediate supervisors and peers.
Then could note you its schedule of work, tell you where can save their
belongings, deliver you his uniform if outside the case, tell you how keep it
in good state, tell you what do in case of emergency, etc.
And then tell you about the processes, policies and norms of the company,
and assigned a tutor who is responsible of train on the functions, tasks,
responsibilities, obligations and other particularities of his new post.

Selection of staff.

It is the process of determining what among job-seekers, they are which better
meet the requirements of the post. Specifications of the post, features of the
candidate requirements of the position, qualifications of the candidate, selection
analysis and job description.
Recruitment.
It is a set of procedures that tend to attract candidates potentially qualified and able
to hold office in an organization.
Recruitment Selection
Characteristics of the position

Characteristics of the
candidate

Requirements of the place

Qualifications of the
candidate

Analysis and description of the

place

Techniques of selection

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In this sense, the selection of staff is a responsibility of line and a function of staff.
a) function of staff.The recruitment and selection Agency provides this service to the various
agencies of the company, recommending candidates to the head of the
requesting agency.
b) responsibility of line.The Department of admission and employment is the selection function.
The final decision of the recommended candidates corresponds to the head
of the requesting agency.
What are the differences between recruitment and selection?

Recruitment.
* Candidate search.
* Provides candidates.

Selection of personnel.
* Comparison between the qualities of
the candidate.
* Choose the most appropriate.

The purpose is to choose the most suitable candidates for the position of the
company and not always the candidates best suited is the one who has the best
qualifications. The recruitment meets its purpose when placed in positions in the
company appropriate to their needs occupants and which can, as they acquire
more knowledge and skills, be promoted to higher positions requiring greater
knowledge and skills.
Importance of the selection of personnel.

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1. Provides to the company of persons with appropriate qualifications to

operate, and with it, the following advantages are obtained:
a) Right people require less training.
b) Less time for adaptation to the organization.
c) Greater productivity and efficiency.
2. To the people the help to be placed in the most appropriate position of
agreement to their personal characteristics, thus obtained the following
advantages:
a) People more satisfied with their work.
b) Overstay in the company.

Development.
Currently, there is a large number of companies in different sectors, although each
one of them different must have appropriate personnel perform some function and
to make the company work steadily, so that that is necessary, as a basic tool the
process of recruitment and selection of personnel within a company which as such
is a set of stages or steps that are aimed at recruiting and selecting the most
suitable staff for a job in a company.
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The process of recruitment and selection of staff consists of a series of stages,

which are:
1. Definition of the profile of the applicant:
this stage begins with the definition of the profile of the applicant, i.e., to
define the characteristics that must have or meet the person to fill the job
that is offered, the skills, experiences, attitudes, and knowledge, skills, etc.
2. Search, recruitment or call:
This phase or stage consists in that it comply with features that were defined
in the previous stage, and for this there are a lot of methods to find, recruit,
or summon candidates, but we highlight some of them.
a) Announcements / notices: this is one of the most common ways to call
prospective students, either through the internet, posters, murals,
announcements, radio.
b) Recommendations. These are through recommendations that make
us contacts, friends, acquaintances, employees of our company,
customers, and centers of studies.
c) Employment agencies: are institutions in charge of recruiting
candidates.
d) Competition: are applicants who are already get competitive with
developed skills.
3. Evaluation.
Consists in the evaluation of candidates who have been recruited to choose
the most suitable to fill the job that is being offered, wants to tell, select
applicants who have complied with more adherence to the requirements or
characteristics required. And dismiss those who fail to comply.
To evaluate a series of process is necessary, and they are as follows:
a) Preliminary interview.
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b) Test of knowledge.
c) Try psychological.
d) Final interview.

4. Selection and recruitment.

When you have evaluated all candidates is elected or selects the most
appropriate persons or who have played better. After is chooses to the
person indicated, the following step to perform is the recruitment, in where is
affixed the charge that goes to occupy, them tasks that played, the
remuneration and the time by which lend their services.
5. Induction and training.
Finally, since made a selection and recruitment, it is given to the worker or
new staff training right way develop its function, also given to meet new staff,
facilities, tools that may be necessary for their work, the staff with which
already had the company as supervisors, managers of silver or coworkers. Is
given to the worker uniform, if necessary, schedule, inform him of the
processes of the company, assignment of tasks, etc.
You must take in account that the recruitment and selection of staff, most of
the time tends to confuse and we believe that it is the same, but they are
different concepts, recruitment is a set of procedures that tend to attract
candidates potentially qualified and able to hold office in an organization, this
starts at the time in which occurs a vacancy to an institution or when it is
required to fill a position and ends once It must be future personnel
information occupying the vacancy.
The recruitment is the process of determining what among job-seekers,
which better meet the requirements of the post. This process begins at the
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moment when a person applies for a job and ends when the decision to hire
one of the applicants.
These are the stages that usually carry it out most of the companies fulfill its
role to reach the objectives set, but even this type of procedure if not all
companies perform the entire process because unlike some very extensive
or tired, without thinking about what would affect him in the future the
company.

Conclusion.
In conclusion, the process of recruitment and selection of personnel is a process by
which firms hire appropriate personnel to fill a position, the process of recruitment
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and selection of personnel must be within the strategic business planning for you
route to the goals of the company.
This process has five basic processes: definition of the profile of the applicant,
recruitment or call, evaluation, selection and recruitment, induction and training. In
conclusion, the process of recruitment and selection of personnel is a process by
which firms hire appropriate personnel to fill a position, the process of recruitment
and selection of personnel must be within the strategic business planning for you
route to the goals of the company. This process has five basic processes: definition
of the profile of the applicant, recruitment or call, evaluation, selection and
recruitment, induction and training.

Exhortations.
If ever you have thought of forming an organization, or if in the future they offer to
be in charge of an administrative position in a company, or any other activity that
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play, I personally invite you to perform adequately, with passion, dedication and
care work, as this will serve them very helpful to keep climbing to the top , that in a
future not very far is wants to arrive, also to use this process of recruitment and
selection of personal, since through this, is can choose to that person that the
company required or that you is indispensable to play a since available. Although in
general, in the majority of cases is a fairly extensive and tedious process, will be
worth it, because the time you invest to make each one of the stages, is the best
thing you can do, because you choose not to those people that might affect the
economy of the company. It is better to invest time to lose money. f ever you have
thought of forming an organization, or if in the future they offer to be in charge of an
administrative position in a company, or any other activity that play, I personally
invite you to perform adequately, with passion, dedication and care work, as this will
serve them very helpful to keep climbing to the top , that in a future not very far is
wants to arrive, also to use this process of recruitment and selection of personal,
since through this, is can choose to that person that the company required or that
you is indispensable to play a since available. Although in general, in the majority of
cases is a fairly extensive and tedious process, will be worth it, because the time
you invest to make each one of the stages, is the best thing you can do, because
you choose not to those people that might affect the economy of the company. It is
better to invest time to lose money.
Epilogue.
We do not abandon the ideals, they are anchors in the storm. - Arnold Glasgow

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Bibliography.
http://www.crecenegocios.com/el-proceso-de-reclutamiento-y-seleccion-depersonal/

http://genesis.uag.mx/edmedia/material/RH/selpersonal.pdf

http://www.aiteco.com/reclutamiento-de-personal/

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