Staff Recruitment

The staff recruitment program must be coherent with the strategic planning of the company, in such a way that it is directed towards the fulfillment of the objectives of the organization.

Recruitment of personnel is a process by which an organization incorporates the appropriate personnel to fill the various positions within it. This process has four stages:

i) Analysis of employment needs (analysis and evaluation of positions

ii) Recruitment (internal and external);

iii) Selection

iv) incorporation into the organization.

The company’s human resources department is in charge of carrying out this process, for which it must assume the challenge of selecting candidates that meet the characteristics required by the position.

The process begins with the analysis of the position that needs to be covered, either newly created or to maintain its operation; then the search for candidates is carried out inside or outside the organization; then the candidate who meets the characteristics required by the position is selected and finally the selected person receives an induction to the position and to the company.

It is important that within the strategic planning the recruitment and selection of personnel is included because having a suitable personnel for the operation constitutes a key point due to the need to have a suitable human capital to make the company a competitive organization.

Competitiveness and productivity is not a matter of machines and infrastructure. Certainly, technology, quality, and efficiency are required. But to achieve this, the most important thing is to have the right staff. For this reason, the human resources areas of companies are becoming increasingly important within organizations.

Business impact

Quedando clara la importancia estratégica del reclutamiento de personal, también debemos ver su impacto en el desarrollo del negocio.

Companies are increasingly oriented towards meeting consumer needs.
Customers need to be served well, in a timely and efficient manner. To this end, it is essential that the recruitment and selection process allows for the incorporation of people capable of meeting these requirements.

Consequently, the recruitment and selection process should not be taken lightly. The traditional vision according to which the recruitment and selection processes are punctual acts or of a bureaucratic nature within the organization must be put aside, in order to integrate said process as a fundamental part of the life and growth of the company.

If the personnel selection process is not done correctly and a worker who is not suitable for the position is hired, there is a risk of causing customer satisfaction problems for the company that ultimately result in reputational damage.

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