Recruitment and selection of personnel - key strategies - Emptor

There are many differences. Recruitment has to do with the search and evaluation of candidates, while selection has to do with the decision on who will be hired. In this article, we will explore these two areas in detail.

Recruitment and personnel selection

Recruitment is a process that involves the active search for candidates for a vacant position. It is the stage in which potential candidates are sought. It can be done in various ways, such as ads in newspapers or websites, social networks, recruitment agencies or personal contacts. The objective of recruitment is to identify candidates who meet the company’s requirements for a particular position.

Recommended tool for recruitment and personnel selection

LinkedIn Recruiter

LinkedIn is a tool that allows you to post vacancies on its platform and promote them through paid ads with potential reach. It allows you to post vacancies and reach a network of candidates who apply through their profile to apply.

One of the great advantages of LinkedIn Recruiter is that it allows the company posting the vacancy to filter the candidates with previously defined specifications. A filter could be:

1. The required years of experience
2. Specific software management
3. Language management and language level

In this way, the company that publishes the vacancy can filter in a few clicks the candidates it needs to contact to filter them to a second stage in the selection process.

Personnel selection

Once the personnel recruitment stage is completed, the personnel selection stage is the one in which these candidates are evaluated to determine if they are suitable for the position. It can be done internally or externally, and the objective is to find the best candidates for the job. In most cases, recruitment is done before there is a vacancy, so it is more about talent search than a search for a specific position.

Selection, on the other hand, is the process of choosing an ideal candidate for a particular position. It is based on the evaluation of the candidates and their comparison with other candidates for the same position. It is often carried out after recruitment, but it can also be done when there is a vacancy.

At this stage, different evaluation methods can be used, such as interviews, exams and aptitude tests. Candidates can also be evaluated based on their work and educational background.

Key elements to carry out efficient recruitment and personnel selection

Two relevant elements that we should take into account to carry out recruitment and personnel selection are:

Recruitment and personnel selection step by step

1. Job profile
   Companies that are looking for personnel to fill a vacant position must define what job profile they want. In this way, they can use tools that help them find the ideal candidate. Nowadays, there are various online resources that allow you to filter searches according to certain requirements. Therefore, it is important to know what these tools are and how to use them to hire the best candidate.

   The job profile is a document that details all the characteristics and requirements that the person who will occupy the position must meet. This profile is developed taking into account the company’s profile, the tasks that the new employee will perform and the necessary competencies to do so. The job profile allows future employers to establish an objective profile of what they need, which helps them to look for candidates who meet all the requirements and fit the desired profile.

2. Job description
   Another very useful tool to find the ideal job profile is the job description. This document details the tasks and responsibilities that the new employee will have within a clear organizational chart. In this way, candidates can evaluate if they meet all the requirements and if they are willing to assume those responsibilities.

3. Search for candidates
   After identifying the job requirements, the next step is to search for candidates. There are many ways to search for candidates, including job boards, social networks, job fairs and employee references. Job boards and social media platforms like LinkedIn and Indeed are popular among recruiters, allowing them to reach a wider audience.

4. Projection and pre-selection
   Once you have received the applications, the selection and pre-selection or screening of candidates begins. Selection involves reviewing resumes and cover letters to determine if the candidate meets the essential criteria. Pre-selection involves selecting the best candidates for further evaluation.

5. Selection
   The selection process involves a series of evaluations to assess the candidate’s skills, knowledge and suitability for the position. This can include aptitude tests, personality tests and interviews. The interview is the most common evaluation method and provides the opportunity to ask specific questions and evaluate the candidate’s communication skills.

6. Background checks
   After selecting a candidate, a background check is necessary to verify their information and ensure they meet legal requirements. This may include criminal background checks, credit checks and employment references. This process helps to avoid hiring unqualified candidates and mitigate risk for the organization.

7. Onboarding
   The final step in the recruitment and selection process is onboarding, where the new employee is integrated into the organization. This process involves orientation, training and introductions to colleagues and managers. Effective onboarding can help new employees become productive quickly and adapt to the organization’s culture.

The recruitment and personnel selection process is a critical part of building a strong and effective workforce. By following a systematic approach, from job analysis to onboarding, organizations can find the right candidate for the job, leading to increased productivity and lower turnover rates. Remember, hiring the right candidate is a practice that is refined with clear strategies and systematic steps with clear metrics to follow.

Emptor as a strategic ally

Emptor helps companies to carry out background checks and identity validation of candidates to streamline the hiring processes. Being the #1 provider of automated identity and background verification in Latin America, we have provided our services to large-scale companies in the region such as Uber, Cornershop, Beat and Didi.

Schedule a phone call to get information and a demo to learn more here.