Recruitment & Selection Process

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" Recruitment is the process of attracting candidates to a vacancy by advertising and making it attractive to candidates available in the market. Seeking candidates inside and outside the organization. " (CHIAVENATO, 1983)

Recruitment has never been as significant in a company's results as in today's market, a well-designed, integrated, and practiced practice will have a positive impact on the company and the reverse, a devastating result.

Therefore, if the choice of people is satisfied, in the best and most efficient way possible, for the benefit of the company, the company already has a great chance of success, based on the people who make it up. Therefore, the selection process deserves special attention, since it is he who will define, by different ways and with different strategies, which candidate will be left with the vacancy.

And every selection process must have strategic planning, with long-term objectives, so that any occurrences do not jeopardize the good progress of the company, especially if the substitutes are not efficiently selected.

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Today companies tend to seek a competitive advantage. In order to act in this sense, they must have the help of a sector specialized in its main value: the Human.

The Human Resources (HR) sector works with the recruitment and selection processes, which is an indispensable sector and at the same time, it is responsible for the process of identifying the appropriate professional for the desired position. However, to hire the person to work in the company needs to analyze their training, experience and qualifications for a good future performance in their activities, for this, will depend on a good recruitment and then a thorough selection process, Because only then will organizations be choosing the candidate with the best ability and knowledge to fulfill the tasks, which are attributed to the job profile.

In this sense, the process of recruitment and selection is of utmost importance for the growth of the organization. According to Chiavenato: "Recruitment is the process of attracting potential candidates to a vacancy, announcing and making attractive to candidates available in the market. Seeking candidates inside and outside the organization "(1999, 92).

In this search for the ideal professional, the Company can use three main methods of recruitment: Internal Recruitment, where it seeks to fill the vacancy by relocating its employees, who can be promoted, transferred or transferred by means of promotion; The External Recruitment. In this, to fill the vacancy, It can use the local, regional, national or even international labor market and the Joint Recruitment, where both internal recruitment and external recruitment are used for any vacancy to be filled (CHIAVENATO 1997). Therefore, the responsibility of the Human Resources Administration system is to choose, under a specific methodology, job candidates received by the recruitment sector to meet the internal needs of the Company.

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Forming good teams and valuing talents are essential postures to keep the business competitive and at a high level of quality. In order to recruit well, the professional responsible for this task must thoroughly know the company and the position available, in order to select the best profile for the job and to complement the team. Recruiting is one of the easiest tasks in the selection process. After all, there is always someone who wants to work. The challenge is to carry out an effective dissemination that allows the choice of the best professional.

To execute it it is necessary to know:

The Consolidation of Labor Laws - CLT;

The Collective Convention of the category;

The tasks to be performed as well as the characteristics of the professional to perform the function;

The workload, the remuneration, the working conditions and the date of admission.

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The selection process is essential to a company's success because it is through it that organizations can identify talents with the potential to make a difference in this highly competitive market. The major challenge today is the conduct of the hiring process, which is often very flawed. The lack of adequate criteria and instruments is one of the main reasons for this failure, and most of the time, it can generate huge financial losses. Not to mention the costs that mistakes like these can cause in terms of lost time or customers.

Aware of the importance of not making mistakes during hiring, we have developed a job, always emphasizing the need to also carry out a special and personalized selection process for each company and position. This is because it is during this phase that we can identify, through psychological tests, personality and interviews, not only information that will tell us if the candidate meets the requirements of the vacancy, but mainly, if it fits the culture of the organization.

Thus, we seek to eradicate a series of failures that could jeopardize the hiring process, as well as detect the values ​​of the professional that could be transformed into essential competence for the company in the near future. An example of the benefit of the selection phase is the verification of the applicant's level of resilience, that is, his / her ability not only to adapt to new situations but also to thrive during the changes, responding promptly to them.

When faced with difficulties and changes, a resilient person regains his balance more quickly, maintaining his high level of quality and productivity at work, while preserving his physical and emotional health.

Detecting personality traits like this, and others also, in a candidate is of fundamental importance, assuming that the professionals are getting very similar from the technical point of view: higher education, speaking English, having a graduate degree, etc. And what will differentiate him from another candidate is who he is as a person, his attitudes, since few companies are willing to keep someone super qualified if their behavior is reactive, for example.

The applicant's interest in acquiring knowledge,

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