The selection of personnel is the process that takes care of providing the company with the necessary collaborators to pursue its purpose or goal. This is the post-personnel planning phase, which involves the quantity and quality of the human resources to be sought, in line with the positions to be filled.
It is divided into the following phases:
- creation of the candidate profile;
- choice of the selection channel;
- analysis of applications;
- selection interview;
- extraction of profiles;
- proposal for inclusion in the company.
The selection activity is therefore a path of progressive deepening in the knowledge of the candidate that starts from the analysis of the curriculum vitae (CV) and continues with one or more cognitive interviews.
For the success of a selection path, the definition of the profile for the coverage of the position is decisive. To create the profile of the candidate, identify two groups of characteristics: professional and personal. By encouraging the interaction between the selector and the line that will welcome the worker, you will make the selection result less random. This will increase your chances of finding a candidate who can effectively fill the role you assign to him.
After creating the ideal candidate profile, it is necessary to compare it with what the labour market really offers. Applications may have different sources: internal to the company (internal advertising, collection of proposals from employees, database of received curricula) or external to the company (advertising in magazines and newspapers, public bodies, selection agencies, interim agencies, universities, schools). When selecting the selection channel, consider the following application collection alternatives:
- job advertisements;
- professional reporting;
- lists of names from schools and universities;
- consultancy firm;
- Employment Information Service (SIL).
And remember, the careful planning of personnel selection activities must have a predefined and respected timetable so that the company does not lose credibility.
For what concerns the analysis of applications prepare a questionnaire to be filled in by the candidate, in addition to the compilation of a standardised curriculum vitae (European CV, for example). You will compare a large amount of information, contained in documents with different contents but with the same form and will facilitate the selection activity. It catalogues the curricula received by classes of interest in order to proceed to the next steps, following an order of priority and relevance of the applications.
In order to use and store the data contained, the curriculum vitae (CV) must contain the authorization to the processing of personal data pursuant to Legislative Decree 30 June 2003, n. 196 "Code on the protection of personal data" and the GDPR (EU Regulation 2016/679). At the end of the cataloguing phase, the process of calling for selection interviews begins.
The call for the selection interview is the first contact, usually by phone, between the company and the candidate. This is a delicate moment, useful for making an initial assessment of mutual interest.
After choosing a candidate, we proceed to the insertion in the organisational and working context. The new employee must integrate into the organisation and undertake the path of growth in it and with it. Work placement and integration are accompanied by training courses that:
- facilitate the understanding of the working environment;
- allow the transfer to the newcomer of the specific knowledge and skills of the role;
- facilitate the transfer of cohabitation rules;
- encourage the transfer of the values and rules of the organizational and social context in which the company operates.
- During the placement you will take charge of the new employee to train him on what he will be called to do in the company.
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