The Selection

Received the applications for that job, you must prepare a list of possible candidates, eliminating first those who are not within the required specification of functions: they are too inexperienced, too old, over-qualification, etc..
Selected candidates may be subject to:

Testing psicotécnicos - are evidence that the candidate is submitted to and wishing to measure a range of dimensions considered important in performance of function.


Interview - a conversation is conducted with a purpose.

The interview seeks to determine:

> The technical skills of the candidate for the performance of the office;
> Behavioral dimensions relevant to the function;
> The potential of the candidate;
> The ability to embed the company and be accepted in the group.

Structure of the interview


Phases of the interview by advertising Search Activity
Preparing before the interview - Knowledge of the analysis of job description
- Knowledge of the candidate's curriculum
- Plan questions
- Reception of candidates
- Time to wait
- Preparing the room for the interview without interruption or interference
By the beginning will be interviewed - suggests that the candidate by name
- Introduce yourself
- Talk neutral
- State the purpose of the interview

Means to collect and provide information - Ask questions in the objectives
- Listen
- Make comments
- Answer the questions.
End Close the interview - the interview Contents
- Make sure the candidate has no questions
- Identify what is to follow and when

• Objectives of human resources management
• The activity of human resources
• Human Resources Planning
• Human Resources: Recruitment
• Human Resources: Selection and Interview
• Human Resources: Contract
• Human Resources: Assessment
• Human Resources: Training and Development
• Human Resources: Health and Safety
• The role of human resources
• Motivation of human resources
• Remuneration of staff
• Social benefits of human resources
• Productivity of human resources