Document card

Human Resources. Personnel selection.

Sent by Cheat Sheets and classified under Economy and University at 19, February, 2007.

Written in English and has a size of 9434 bytes

This document belongs to the group Cheat Sheets

1. The selection staff in the company : Once the company is aware of the need to fill a particular job and before starting the selection process, you must do : a) Description of the job involves detailing the roles and tasks of the job. b) Describe the candidate's profile involves detailing the characteristics both personal and professional must meet the candidate for the post of trabajo. / Once described, would have two options: go to external sources and thus recruit staff from outside the company including the press, the INEM, private recruitment agencies, job ( universities, chambers of commerce, city councils, professional associations?), business recruitment, temporary employment, personal contacts? or on the contrary go to internal sources and obtain personal needs inside the company through processes of internal promotion .// 2. The staff selection process : It starts with the existence of a job unfilled, which is necessary to assign a worker. This process follows a series of phases: 1. Description of the job and the profile of the candidate. 2. Determination of the basic aspects of the selection process : a) Selection internal / external selection: Sometimes companies can make processes Selection in which they use in conjunction internal sources and external sources of recruitment. b) Methods: The company must determine in advance which will be the methods used in the selection process as advertisements in newspapers or on the Internet, as well as stages and evidence to overcome the selection tests, examinations, group dynamics, simulations, interviews, etc.. 3. Recruitment : At this stage communicates the need to fill a particular job, and the beginning of the selection process. If the selection is done in-house, will be communicated to workers who meet the right profile for that job. In this case the procedure is used more direct communication personal. / If instead the company will conduct an external selection must use appropriate means of communication. 4. Receiving applications : Normally the number of applications it receives a company is fairly high, so companies are forced to make a shortlist of applications which are those part of the selection process. 5. Conducting tests : The company proceeded to convene for conducting various tests to precisely those candidates selected to join the selection process. 6. Selection interview : Following completion of screening tests, we selected a small number of candidates who will continue in the selection process going to do an interview. This interview in practice normally carried out by the head of the Personnel Department or the direct superior of the future worker. In some cases takes place over an interview selection, the last and decisive with the general manager of the company. 7. Offer preliminary : Once the company has chosen the suitable candidate, has checked the references provided by candidates, sets forth the terms of the contract and establishing a prior commitment of the firm view to recruitment, although he has not yet measure the effects of the employment contract. 8. Medical Review . 9. Recruitment : The company proceeded to recruit the workers to perform all necessary procedures within the Office of Employment and Social Security and establishing a probationary period in accordance with the law. 10. Incorporation, reception and adaptation : This involves incorporating a number of administrative procedures relating to recruitment but also entails the need for the existence in the company A plan for the reception and integration of new staff. This plan should include the necessary actions so that we can meet the new worker and company staff that she works. 11. Control of the selection process : Later the company will be testing the effectiveness of the selection process using different instruments, such as assessment PERFORMANCE control absenteeism. / / 3. The letter : 3.1 Concept : The letter presentaciNo accompanying the CV and its purpose is twofold: a) On the one hand to show that the conditions required and therefore we are the ideal person to fill the job. b) Feature why we have decided to send our CV to a particular person or company. 3.2 Types : a) Letter in response to a job offer or Letter as filing a candidacy spontaneous. Structure 3.3 : 1. Details of the sender : The place of placement is usually at the top of the letter and may do so in the middle, on the right side or on the left side. 2. Details of the recipient : You should see the name of the person to whom it is addressed the Charter of Presentacin, taking into account their treatment (Don, Dona, Mr. Mrs., Miss., etc.).. It must also show the position he holds in the core business as the business name (preferably in capital letters) and direcciy locality where the company is located. It must be at the top of the cover letter, either on the right side or on the left side. 3. Date : It is an important piece of information that we can not forget when drafting a charter of submission. It must specify the location, day, month and year in this same order, and not forgetting a comma after the name of the town. 4. Greeting : Normally commonly used type of formulas? Dear Mr / ____?, 5. Content : The contents of the Letter may be structured in three paragraphs: a) 1 seventh paragraph: If it comes to responding to an offer of Work should be mentioned l job to which they aspired and the means by which we have known that the supply of jobs. If on the contrary it is autocandidatura is very important to arouse the interest of the person receiving the Letter Presentacib) 2 seventh paragraph: It is the most important paragraph and it must highlight the personal and professional aspects of our most important CV likely to be decisive on the job you want to choose. Moreover, in this paragraph should show interest in working in the company, sector or workplace. C) 3 eighth paragraph : This paragraph asks the candidate to be part of the selection process, if it is to take place, or possibly an interview selection. 6. Farewell : You must take care with this special care and write a farewell party with a simple greeting such as: In hopes of hearing, receives a warm greeting?. 7. Signature : You must sign in full including name and surname. It is appropriate that the signature is simple, rather sober and that there is no excessive decorations. 3.4 fundamental aspects in the development of COP : As a matter of drafting: Clara, precise, short, simple, avoid abbreviations, terrain carefully. In terms of presentation: Orderly, clean, paper quality, DIN-A4 and without striking colors, care spaces, margins and blood, type letters encilla, maximum length of a folio.

Tags: resources, human selection, personnel, the process of recruitment, selection staff in the company, testing, job description, receiving applications, in the fundamental aspects development of the COP

This card has visited 2829 times

The users who have visited this card also have looked for: