Personnel selection is the process through which a company looks for a new employee to fill a recently vacated job position or a vacancy that has just opened in the organization. This procedure comprises several stages that aim to find the best prospect.
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What is the Importance of Personnel Selection?
As we know, part of a company’s competitiveness lies in its work team. So each member is crucial to bring a touch of creativity, solutions, ingenuity and intelligence that optimize the operation of your business. That is why attracting the best talent to your organization is also part of a business strategy.
Then, the recruitment process consists of finding a new collaborator with the essential skills and requirements to perform the functions of the vacancy. Of course, it is not an easy process since you will have to examine all the candidates and discard those who do not meet the requested skills and experience.
Staff Selection Techniques
1. Internet Search
It is one of the most used selection tools today, especially with the increasing virtualization of work. Companies or organizations place their vacancies on specialized job search platforms so that people who meet the requirements apply through that medium.
Another way that is beginning to be applied is the selection of personnel through the analysis of profiles on social networks. Thus, organizations can learn more about the personality and skills of their potential prospects. The platforms that are most used for this purpose are LinkedIn, Behance and Facebook.
2. Headhunter
The term “headhunt” is commonly used to search for optimal and experienced personnel for high-level positions. When a company requires personnel, it can turn to headhunters. These agents are in charge of looking for profiles with skills and advantages to train them and incorporate them into a position in the organization. The location of these candidates can be carried out by various means such as databases, references or through sites such as LinkedIn.
3. Human Resources Agency
It often happens that the human resources area of a company does not have enough recruiting experience or is too busy with their daily functions. Hence, they turn to a specialized recruitment agency to find the right candidate for their workforce. Once the company indicates the required profile, the agency will be in charge of carrying out the entire process (search, tests, interviews and selection) to facilitate the hiring of the new collaborator.
4. Internal Database
It is a directory that has been formed from resumes previously sent to the organization or a repertoire of possible candidates who have been once considered for the vacancy or who have already collaborated for the company as freelancers or on projects. In some cases, the company has a digital registry in which it is easier to locate the optimal candidate.
5. Internal Reference
Also known as a referral program, it is the method by which companies make a selection within their team of collaborators. Those in charge of recruiting consult the area managers or leaders who are the right person for the vacancy based on their experience. In this way, the employee has possibilities for mobility or growth and will not have to be incorporated into the organization since he already knows how it works and what its values are.
6. By Promotion
This internal personnel selection process is very similar to the previous one. Still, in this case, the candidate is chosen based on the years working in the company and the positive contributions. It is an excellent way to motivate your employees to improve their performance, as this will be recognize and rewarded.
7. Reinstatement
When a worker’s separation occurs politely and on good terms, the company often leaves this employee in its talent pool to re-request their services in the future with a rehire.
Staff Recruitment and Selection Process
1. Create the Profile
The first thing in a selection process is defining the vacancy requirements to be fill. The human resources area or the recruiting agency must identify the company’s needs. The skills of that position and the specific technical or professional knowledge of the work.
It is essential to detail in-depth knowledge, abilities and skills, aptitudes, and experience. In turn, schedules, salary, modality and benefits are set. It is recommend to think about how that candidate is seen once they join the organization at 3, 6 and 9 months. This way, it will be easier to communicate what they are looking for and make short, medium and long-term projections.
2. Start Call
Once the vacancy is define, it is time to write it, specifically, concretely, and in detail, to publish and disseminate it. For this, it is necessary to define the channels for the dissemination of vacancies. Either on the company’s website, through a job platform or social networks; in this way, it will reach more people, and the profiles will be received—the curriculum of the people who want to apply.
3. Filter Applications
It is necessary to evaluate each one of the resumes that arrive to dispense with those that do not meet the requirements, those that do. The human resources area generally carries out this process. Some companies use specialized software to carry out this work, or in other cases. The head of the place where the new employee will work will be in charge of reviewing them.
4. Take Exams
After reviewing the CVs, it is necessary to choose the candidates who are consider most suitable to fulfil the functions of the vacancy. The human resources department must contact the shortlisted candidates or prospects to take the tests. That have been determine for this position, for example, psychometric, personality, skills or knowledge tests.
Those with the best marks in all the tests will continue to the next stage.
5. Interview Shortlisted
To choose between these last applicants, a new filter must be carry out, in this case, an interview; In it, the recruiter will be in charge of asking timely questions to learn more about the person, their quality, attitude and experience in the area that is being request.
Modern interviews are no longer about résumé reviews but rather take a more behavioral approach. That is to say, they seek to know the reaction or resolution that the candidate would take in certain situations. verify their achievements and contributions and even talk about the values of the organization. To see if they share them and if it is visualize in the company in which they are applying. As the results and interactions with the candidates unfold. The person who had the best performance throughout all the stages will be chosen.
6. Sign Contract
The last stage of the personnel selection process is when the contract is sign. Where the worker’s functions, obligations, and rights within the company are specify. In addition to delivering the welcome manual, the integration and training of new talent for an onboarding process Begins.
Conclusion
Personnel selection is the systematic procedure use to hire persons. Although the term can apply to all features of the process, the most communal meaning focuses on selecting workers.
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