Human Resources Recruiting - 1

"Human Resources Recruiting" - Perfect your skills in the recruitment of human resources and increase the potential of its SMEs.

A company is only as good as its ability to select and retain talented people. Is your company hiring the best candidates?

Some entrepreneurs will play in the process of recruitment and selection of staff and generally tend to improvise the interviews, seemingly simple activity. Others delegate the process in the hands of subordinates who do not have the necessary skills and experience, inadequate generating engagements that do not meet the initial goal: finding the most appropriate candidate for the post.  This is too important for Human Resources.

The selection process must be done carefully as it depends on the recruitment of a good or a bad element. We must not lose sight of the fact that employees have a direct bearing on the performance of the company, and that talented people are able to recruit, the greater its chance of success and vice versa.

There are no magic formulas or recipes that we ensure that by following certain steps, we will hire the best candidate possible. Furthermore, it is common that the candidate being interviewed, showing its best face highlighting their strengths and hiding his weaknesses, which makes the recruitment process. This is why it is essential to have "key questions" and a previously defined structure that we shed as much information as possible in order to make the best decision. ( Human Resources Recruiting )

Start by developing a profile of the post, if you do not already have one.

To determine which characteristics, knowledge and skill with which the new contract should be required to have the profile of the post. This profile should contain measurable, objective and unambiguous on the requirements of education, experience, personality, etc., necessary for the position in question.

In Mexico this prohibited discrimination as in many other countries. Therefore important to develop profiles of avoiding job discrimination toward people who approach the company to seek employment, without neglecting the requirements of the post. ( Especially at human resource recruiting )

Not just for the sake of developing a good profile of the post, it means that we will find candidates committed to 100% to the requirements posed. We will use our discretion to recruit candidates

Internal Recruitment

Internal Recruitment term, refers to search within the company to the suitable candidate to fill the new vacancy. This brings added value to people already familiar with the policies and procedures of the company, and at the same time, employees will receive professional development opportunities, thus reducing staff turnover.

Avoid discomfort and resentment of their employees. When you promote someone, provides the same opportunity to all who are interested in the post, but filter the information through an internal procedure to select their staff. Follow these steps:

Post a vacancy where all employees can see it.

Human Resource Recruiting

Requirements include knowledge, skills, seniority in the position, length of service, punctuality, attendance and other requirements for creating a process that is fair.

• Receive requests for all employees.
• Make a pre-selection of individuals who meet the profile.
• Schedule tests of knowledge.
• Schedule interviews with candidates who have passed the exams.
• Go for the view that theirs is the best candidate at Human Resource Recruiting
• Capacitelo in their new responsibilities.
• External recruitment and interview process

Should not we have the right person to fill the post, it will be necessary to resort to external recruitment to attract candidates. Based on the profile of the post, announcing the vacancy and start the process of recruitment and selection of staff. "

The interview selection is specified, choosing among several candidates: those who stand by their individual characteristics, abilities, and experiences that best meets the requirements of the position to be filled. ( Human Resources Recruiting )

When performing pre-defined questions through an "interview aimed" to eliminate the possibility of forgetting something important and unified in a sense, the personal differences of the interviewees, as well as to neutralize their preferences and aversions. The general idea is to accumulate a few minutes, enough evidence to determine whether a person possesses or not, the requirements to operate in a post. ( Human Resources Recruiting )

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