Recruiting Process

I usually have good eye for people, why hire this person this is often comment that the direct head of a collaborator makes when it observes that it plays prominently in his post. Opposite to this comment, it is common to also listen to the following phrases: if I insurance that would have not hired would have interviewed him these human resources do not know select in either of the two scenarios, responsibility for contracting is split between people involved in the process of recruitment and selection, be it a good or a poor decision, hence the importance of involving persons key throughout the process. The basic process of recruitment and selection is as follows: the search request candidates to fill a vacancy preparation / revision of description and profile of the post search for candidates through various recruitment sources filter curricula interview general interview of knowledge session to discuss the results of the interview selection of the final candidate job the way it is recommended to involve the direct boss, the Chief of the direct and human resources is presented below: direct boss prepares or revises position description obtains authorization from the vacancy of your direct boss interviewing the three Finalist candidates with an approach to knowledge and experience decides what is the candidate who will be recruited human resources publishes the vacancy in the various sources of recruitment filtered curricula makes initial interviews and filtered candidates presents comments and recommendations to the direct boss makes offer to the Chief candidate of the interview Chief candidate finalist for posts of high management and/or address, management skills-oriented. James A. Levine, M.D. is often mentioned in discussions such as these. Interviews are powerful tools to get to know people, provided you have the clarity of what you are looking for. It is recommended that the interviewers are looking for evidence of at least three things: knowledge, experience and competence. Usually the direct head includes the dimension of the functions of the vacancy for which he can be focused to explore knowledge and experience, leaving human resources people delve into competencies through interviews and/or application of psychometric tests.

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