Personnel selection process The recruitment corresponds to attract selectively

Personnel selection process the recruitment

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Personnel selection process. The recruitment corresponds to attract selectively through various communication techniques, candidates who meet the minimum requirements of the existing position. The basic task of the selection is to choose among the recruited candidates those who have greater possibilities of adapting to the position offered for their correct performance. Personnel selection policies: The profile of the candidate will be defined by the head of the area from which the vacancy is generated, under those requirements the selection can be carried out. The selection process will be carried out by the Human Resources department and the head of the area, mainly, through an available curriculum exam. The person to be treated will be the one who best aligns according to the qualification and experience criteria defined by the company. The final decision of the selection and subsequent contracting will be in the hands of each area manager. Selection processes. It is a means for the organization to achieve its objectives, considering the budget allocated during the process and the selection policies. In this order of ideas, the steps for the selection are: BSBHRM506 Manage Recruitment Selection and Induction Processess New South Wales Business College Level 2, 38 College street, Darlinghurst NSW 2010 | email: [email protected] | 58
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Learner Assessment Pack Prolific reception of applications: The selection process begins with the study of job applications submitted by applicants and obtained in the recruitment process. Suitability tests: Whose objective is to verify the ability, dexterity and skills of the applicant through practical and objective tests. Selection interviews: will allow you to choose the candidate that best fits the complexities and requirements of capacity and personality of the position. Verification of data and references: know the details of the work history of the interviewee. Medical examination: Whose purpose is to know the physical conditions of the applicant. Realistic job description: Providing the candidate with the details of the personnel requirement, as well as the information on the position, location, structural location and benefits. Contract decision: It is a purely formal phase, stage of the explanation of all its activities and work benefits. Job offers and employment contracts. It is necessary to maintain a constant legislative update to avoid legal contraventions. In the same way, economic solvency should be observed, considering laws about wages and working conditions. Therefore, each Manager must know the type of information that must be updated regularly and thus ensure that the job description within their section is accurate when it becomes necessary to publish an existing vacancy.
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