PROCESO DE RECLUTAMIENTO Y SELECCION DE PERSONAL . INGLES.

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- Preliminary interview: is to take the applicant a first informal interview in which we make open-ended questions in order to check if it really complies with the requirements which we have requested.

- Knowledge test: consists in taking the applicant an oral test and write in order to determine whether it meets the necessary knowledge for the position.

- Psychological testing: consists of taking a psychological test to determine your emotional balance, for which we could hire the services of a psychologist to help us with this.

- Final interview: consists of taking an interview more formal and strict than the first, where do you open questions in order to know it in

depth, which could be taken by the head of the area to which they apply.

It is possible to skip some of these stages in order to save time and reduce costs, however, while more formal and strict is this evaluation process, more possibilities will hire the right person.

During this process of evaluation is important to corroborate the information and references provided by the applicant are accurate, for example, to communicate with their former bosses and asking if the information he has given us is correct.

Likewise, it is also important to evaluate how has been the performance of the applicant in their old jobs, for which we could also choose to communicate with their former bosses, peers and subordinates, and consult them on their performance.

- Selection and recruitment.

Once we have evaluated all applicants or candidates, we had to select which best performance have had in races and interviews conducted, i.e., move to select the most suitable candidate to fill the vacancy.

And once we have chosen the most suitable candidate, we had to hire him, i.e., to sign a contract where we point the charge to functions, which take place, the remuneration that you receive, time that will work with us, and other aspects that might be necessary to agree with him.

But before hiring him, we might decide to put it to test for a short period of time, in order to assess their performance in his new role, as well as their ability to interact with their new bosses, peers and subordinates.

- Induction and training.

Finally, once we have selected and hired new staff, we must ensure that he suits the company as soon as possible, and to enable it to perform properly in his new post.

To do this, we could start with give you to know the facilities and areas of the company, tell you where you can find the tools they may need for their work, and introduce you to their immediate supervisors and peers.

Then could note you its schedule of work, tell you where can save their belongings, deliver you his uniform if outside the case, tell you how keep it in good state, tell you what do in case of emergency, etc.

And then tell you about the processes, policies and norms of the company, and assigned a tutor who is responsible of train on the functions, tasks, responsibilities, obligations and other particularities of his new post.

[2]Selection of staff.

It is the process of determining what among job-seekers, they are which better meet the requirements of the post. Specifications of the post, features of the candidate requirements of the position, qualifications of the candidate, selection analysis and job description.

Recruitment.

It is a set of procedures that tend to attract candidates potentially qualified and able to hold office in an organization.

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[3] In this sense, the selection of staff is a responsibility of line and a function of staff.

- function of staff.-

The recruitment and selection Agency provides this service to the various agencies of the company, recommending candidates to the head of the requesting agency.

- responsibility of line.-

The Department of admission and employment is the selection function.

The final decision of the recommended candidates corresponds to the head of the requesting agency.

What are the differences between recruitment and selection?

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The purpose is to choose the most suitable candidates for the position of the company and not always the candidates best suited is the one who has the best qualifications. The recruitment meets its purpose when placed in positions in the company appropriate to their needs occupants and which can, as they acquire more knowledge and skills, be promoted to higher positions requiring greater knowledge and skills.

Importance of the selection of personnel.

- Provides to the company of persons with appropriate qualifications to operate, and with it, the following advantages are obtained:

- Right people require less training.

- Less time for adaptation to the organization.

- Greater productivity and efficiency.

- To the people the help to be placed in the most appropriate position of agreement to their personal characteristics, thus obtained the following advantages:

- People more satisfied with their work.

- Overstay in the company.

Development.

Currently, there is a large number of companies in different sectors, although each one of them different must have appropriate personnel perform some function and to make the company work steadily, so that that is necessary, as a basic tool the process of recruitment and selection of personnel within a company which as such is a set of stages or steps that are aimed at recruiting and selecting the most suitable staff for a job in a company.

The process of recruitment and selection of staff consists of a series of stages, which are:

- Definition of the profile of the applicant:

this stage begins