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Personnel Selection
The goal of personnel selection is to identify, evaluate, and select the most suitable candidates for positions within an organization. This process involves analyzing the skills, knowledge, and experience of candidates to determine which ones best meet the requirements of the vacant position.
The recruitment process typically involves several steps, which may include
- Recruitment: Attracting and sourcing candidates through various channels such as job advertisements, job boards, job fairs, etc.
- Receiving applications: Collecting resumes and applications from candidates interested in the position.
- Evaluate resumes: Reviewing the information provided by candidates to identify those who meet the minimum requirements.
- Interviewing: Discussions between candidates and company representatives to assess skills, experience, attitudes, and cultural fit.
- Skills testing: Specific assessment of technical or practical competencies required for the position.
- Reference Checking: Contacting former employers or other sources to confirm information provided by the candidate and to gain a more complete understanding of the candidate's work history.
- Decision Making: Final selection of the best candidate for the position, taking into account all assessments and interviews conducted.
The secret weapon of competitiveness is called Employer Branding
It's not a new concept; many were aware of its existence but under different names. We haven't just invented it, but somehow, until now, it hasn't received the attention it deserves. Please welcome the new trending concept in human resource management: Employer Branding.
Brand, Purpose and HR
"When you hide a part of who you are behind a mask, you hide a part of your creativity." - F. Laloux.
In this post written exclusively for HRider readers, communication and strategy specialist Marcos Guillén Meijide inspires us to reinvent how companies project themselves both externally and internally, using our values as a foundation.
