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There are various benefits produced by an effective personnel selection. Among the most important are the elimination of costs due to excessive turnover, the possibility of monitoring the organizational structure and needs, the introduction of innovative business changes thanks to the identification of the right profiles that increase profitability . Furthermore, a good selection not only allows you to define the skills of the candidates, but also the potential, essential in a constantly changing working world. For the Finance Jobs in Brisbane you can find the essential deals now.
The stages of selection
Personnel selection is an extremely delicate process and is defined in four phases:
The preliminary phase
The preliminary phase consists of the Job Analysis and the job description.
The first activity performed by the selection manager is to collect information relating to the job role, identifying the tasks and skills necessary to fulfil this role. To complete this phase, it is essential to analyze all the documents present, including the company organization chart.
We then move on to the drafting of an in-depth mapping of the activities and responsibilities related to the position.
In this phase, the title and purposes of the position are defined, the placement in the organization chart, pointing out the hierarchical relationships, the main tasks, the salary classification and the purpose of the position. It is also essential to identify the characteristics, skills and services required and which offer added value (person specification).
The recruitment
The candidates' applications are collected through the recruitment process. Once the distinctive elements that the ideal candidate must possess have been established, the decision is made on the sources of recruitment from which to draw for research. Among them, the following are identified:
Internal sources which include the personnel search actions implemented by the company itself, which can be found, for example, by employee requests, internal competitions or job rotation;
The external sources are much more complex: it ranges from self-candidatures through announcements, to the use of the names of new graduates, to professional reports up to active search via social networks.
Selection and evaluation
A first screening of the curricula is carried out against the elements required by the job role to be covered, followed by the identification of criteria for selecting and calling the candidates.
The evaluation phase is characterized by the various methodologies that the company has available, including interviews, interviews, assessment centers, administration of tests, psycho-aptitude questionnaires and practical tests.
L'inserimento
This is the last phase of the selection process. The way in which the candidate is hired has a great impact in his perception of the organizational climate and culture.
It is a delicate moment, when on the one hand it is necessary to make sure that the employee is in line with the company, on the other that he immediately begins to feel an integral part of it .
The stages of selection
Personnel selection is an extremely delicate process and is defined in four phases:
The preliminary phase
The preliminary phase consists of the Job Analysis and the job description.
The first activity performed by the selection manager is to collect information relating to the job role, identifying the tasks and skills necessary to fulfil this role. To complete this phase, it is essential to analyze all the documents present, including the company organization chart.
We then move on to the drafting of an in-depth mapping of the activities and responsibilities related to the position.
In this phase, the title and purposes of the position are defined, the placement in the organization chart, pointing out the hierarchical relationships, the main tasks, the salary classification and the purpose of the position. It is also essential to identify the characteristics, skills and services required and which offer added value (person specification).
The recruitment
The candidates' applications are collected through the recruitment process. Once the distinctive elements that the ideal candidate must possess have been established, the decision is made on the sources of recruitment from which to draw for research. Among them, the following are identified:
Internal sources which include the personnel search actions implemented by the company itself, which can be found, for example, by employee requests, internal competitions or job rotation;
The external sources are much more complex: it ranges from self-candidatures through announcements, to the use of the names of new graduates, to professional reports up to active search via social networks.
Selection and evaluation
A first screening of the curricula is carried out against the elements required by the job role to be covered, followed by the identification of criteria for selecting and calling the candidates.
The evaluation phase is characterized by the various methodologies that the company has available, including interviews, interviews, assessment centers, administration of tests, psycho-aptitude questionnaires and practical tests.
L'inserimento
This is the last phase of the selection process. The way in which the candidate is hired has a great impact in his perception of the organizational climate and culture.
It is a delicate moment, when on the one hand it is necessary to make sure that the employee is in line with the company, on the other that he immediately begins to feel an integral part of it .
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