1. Personnel selection is a sequence of professional profile evaluations carried out on men and women who show interest in filling a job vacancy available in a given entity. Through a process that includes from the registration to the possibility of the position until the interview of the candidates, to which the recruiter or employer evaluates the qualifications and abilities of each one of the applicants in the search for the one that meets the requirements. and necessary expectations.
Etymology: Selection, by the Latin forms selected, selectionis.+ Personal, by Latin personalisbuilt on the Latin personwhich refers to the person behind the mask on the frame of the Roman theater, compared to the Etruscan φersurooted in the Greek πρόσωπον (prósōpon), followed by the suffix -al, in the Latin -ālisin associative function.
Grammatical category: masculine noun
in syllables: selection + of + per-so-nal.
Staff pick
The concept that concerns us has a widespread use in the workplace to designate the company or the area or department within a company that deals exclusively with the selection of personnel and their subsequent hiring after it has been chosen among the applicants for the vacant positions, or the new job positions.
Area within a business or company that is dedicated exclusively to the selection of personnel to fill vacant positions
It should be noted that this choice can be deployed by an individual only, or failing that by an office made up of several professionals, generally, this depends on the size of the company, for example, large companies usually have this type of area , or also delegate this work to companies specialized in this task.
This last situation, then, is the most common in those large and important companies that have a constant movement of employees and, in case, require a department that is constantly working in this regard.
Contacts through notices in graphic press or on the internet
Meanwhile, in those cases in which the company is smaller, notices with the requirements are usually published through the graphic press, in the popular classifieds, although, with the rise of the Internet, we must say that these have become somewhat obsolete and so it is that A large part of this process has been transferred to the Internet, where various web pages offer the service of posting job advertisements, plus the corresponding contact, so that the applicant can contact directly with the company that is looking for a profile like the one yours.
On the other hand, these pages have the possibility of registering personal data and curriculum vitae in order to receive timely notifications about searches associated with your profile.
Meanwhile, as we indicated lines above, the main attribution that the human resources area or the person dedicated to it will have is the selection of personnel.
How is the selection process
The selection of personnel is that action, activity, that the human resources department will deploy and that consists of choosing, following certain parameters and conditions, the most suitable people to fill a position or a vacant position in a company.
In some cases, in addition to the requirements that applicants for a position must meet, it may happen that the professionals dedicated to the selection of personnel are in charge of providing training or formation to them in some aspect.
But of course, there is a step before this and it is the selection of a number of applicants to be able to determine which of them is the best.
At present, what is common is that people who are looking for a job send a curriculum vitae to employment agencies or to companies directly, to these personnel selection departments.
Those responsible for the area file the CVs they receive based on professional activity, etc., while when a requirement arrives, said CV will be reviewed in order to later summon the applicants who meet the best conditions for the position to be filled.
Therefore, it is essential that this curriculum clearly indicate the studies carried out, be it university, courses, languages, special aptitudes, professional experience, personal contact information and a personal photograph.
In order to know for sure if a person can assume a position or a vacant position, those in charge of recruiting personnel use various instruments and methods, among which are: personal interviews, knowledge testing on certain fundamental aspects through concrete practices and exams, such as: computer skills, languages, psychological tests, among others.
Aptitude, knowledge and psychological tests
When an applicant claims to handle this or that knowledge, aptitude must endorse it, if requested, for example, if the job requires as a condition without equanom that he knows how to speak the Portuguese language, the applicant will surely be subjected to a test in this regard to check that it actually handles it.
The psychological aspect of an employee is as important as his suitability, because even if he performs his role very well, if the employee is hostile towards his colleagues, he will inevitably generate discord and a bad working environment that will eventually affect the performance of the company. company.
The primary objective when selecting the personnel of a company is that they are as suitable as possible in what they will be commissioned to do in order to maximize the performance of the company.
Only through professionals, qualified employees, will a company be able to take off and become a benchmark in its field.
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