Human Resources: Recruitment

The department of human resources begins by assessing the nature of the job that must be completed and then proceed to publication.

The replacement of people in business is a fact considered normal for several reasons:

to replace people who leave for other companies or organizations or by retirement or because they were fired or promoted to new jobs within the company;
For the company to bring people and different skills, for example, knowledge of computers and new technologies;
to admit more people due to expansion of the company.

Recruitment involves several steps:

A - The description and specification of tasks to develop

Each specialized department has a vacancy to fill, whether the accounts, purchases or sales, considering the type of work that involves the position and type of employees needed to fill the vacancy.

The job description will give details of the tasks to develop, the function name, its location, its inherent duties, characteristics, details that will be the basis for supply of ad firm to be published.

The specification of functions outline the qualities, skills and competencies of the ideal person for that task. Some of these requirements shall offer of employment.

Specification of functions for (a) employee (a) Commercial

Attributes

Essential

Accessories

- Physical

- Qualifications

- Experience

- Knowledge of English and Mathematics

- Healthy and able to take on packets and record them.

- Good human relationships.

- Good presentation

B - The offer of employment

Ads of offer of employment are more informative than persuasive and are subject to legislation that ensures that not discriminate by gender or ethnicity

A company may decide by the internal recruitment, publishing newspaper ads in the company. In this case the filling of the vacancy by an employee occupying another function, but is already part of the Company.

It is a process that includes:

Advantages:

    1. faster and cheaper than external staff;

    2. eliminates the risk of no cultural fit between the person and organization, because it has demonstrated in the company;

    3. to develop and provide career opportunities for current employees, which is motivating for the entire organization and reinforces the commitment in the individual employee selected for the Company;

Disadvantages:

    1. little renewal of ideas and there is a risk to show feelings of envy and resentment among those who were not selected;

    2. can cause excessive rotation of staff within the company with losses in efficiency and successive learning curves;

    3. Finally, if necessary reject some internal candidates, it is subsequently manage their expectations frustrated and keep them motivated.

If, instead, the company opt for external recruitment, the Department of Human Resources must decide if it:

in the employment centers, bodies of the Ministry of Employment, throughout the country;
Companies specializing in the recruitment of human resources, consulting their records, are possible candidates to be interviewed and receive a commission if the person is employed;
In newspapers and magazines.

Advantages:

    1. The speed of the process, since there is no need to take into account other drives chained or periods of transition from work before their implementation;

    2. The injection of new blood in the company of people who bring new ways of thinking and see the problems, enriching a range of skills in the organization;

    3. The visibility that the company earns in the labor market and strengthening its image as a quality employer.

Disadvantages:

Be expensive, and usually much more expensive than the internal recruitment;
Involve greater risks of cultural incompatibility between the candidate and the Company, leading to its rejection by the group and, finally, its failure;
Frustrate the expectations of the career employees of the Company, with the notion that the opportunities that arise are given to people from outside and there is no concern of developing those already in the organization.

C - Complete the Forms

Interested in a job normally has to fill in a form of application. This form requires personal data to provide a variety of training and experience. Generally also asks the indication of references to confirm the data.

The department of human resources may choose a curriculum for each candidate that basically contain the same information in the application form and may be accompanied by a letter of introduction. The letter of submission justifies the motivation for the nomination, given the source disclosed that the vacancy to be filled, and is usually handwritten.