Steps to incorporate new personnel to a company

18 December 2008 - 16:02

In order to incorporate new personnel to a business or company, we must follow the following steps:

1. To define the profile of the personnel to incorporate

In the first place we must determine the personal competitions or characteristics that must fulfill a person so that it can postulate to since we are offering.

We must consider that each position requires of people with different competitions or characteristics, for example, the characteristics of a person that it postulates to a position of sales (where extroverted people and with ability are needed to be related to the others), will be very different from the characteristics of a person whom it postulates to a position in the area of finances (where more analytical people are needed).

In order to define the profile of the petitioner, we must consider the position to which postulates, but also must consider requisite that is applied for any position, related to the business or the company generally, for example, capacity to adapt to the atmosphere or the culture of the company.

In order to be able to define better the required competitions, we can divide them in the 3 foll: To know, To know how to make and Be:

• To know: knowledge and information: what knowledge or information must own the petitioner.
• To know how To do: ability (something innate) and skills (ability in action, for example, in the use of some instrument): what abilities we want that it has.
• To be: personality, values, attitudes: what values and attitudes we want that it owns, examples of attitudes: that capacity has to learn quickly, that it has capacity to administer equipment, that knows to fight with his companions, that is perseverante, that has decision spirit, that maintains balance between the work and its personal life, etc.

2. Imprisonment or Recruitment

In this second step, we looked for or we summoned the personal people who fulfill the competitions or characteristics that we have defined previously (without the need that they must fulfill all of them), so that they can postulate to since we are offering.

For it we can make use of internal or external sources:

Internal sources

• recommendations: they consist of petitioners that are recommended by our own workers. We must consider of which recommending is valid to only postulate and does not stop to work. The advantage of the use of recommendations is in the fact that the person whom it recommends, to the knowledge that gambles its prestige, usually it recommends people who really consider that they could be to them useful to the business.
• practices: it consists of taking like petitioners the medical instructors who already are collaborating with us of temporary way.
• file or data base: it consists of taking like petitioners to people who we have evaluated previously, or who or have left to their request or curriculum us previously.

Outsourcing

• warnings or announcements: it consists of putting warnings or announcements in newspapers, institutions, Internet. The advantage of this one method is that we can reach a great amount of people. The disadvantage is that it implies a greater time and cost, reason why is recommendable that when writing up the warnings, we are most specific possible as far as the requirements. A good source is the educative institutions, where we can obtain young personnel and with up-to-date knowledge.
• use agencies: companies where they offer petitioners to us with certain characteristics already defined by them.
• the competition: companies of the competition, from which we can obtain petitioners enabled and with experience.
• personnel consultancies: companies specialized in offering petitioners, but to a cost very lifted.

3. Evaluation

The following step consists of evaluating to the petitioners that we have summoned, in order that, between all of them, to choose to most suitable (or more suitable) for the offered position.

Stage we can divide it to the evaluation in the following steps:

• Preliminary interview: it consists of making fill to the petitioner a leaf him of request or use where it indicates his information basic, and in taking one first informal interview him.
• Test of knowledge: it consists of taking an oral and written test him, with the purpose of to determine if it fulfills the necessary knowledge for the position.
• Psychological test: it consists of taking a psychological test him, with the purpose of to determine his emotional balance.
• Final interview: it consists of making him one more formal and strict an interview than first.

It is possible to avoid some of these stages, with the purpose of to save time and to reduce costs, nevertheless, while more formal and strict it is east process of evaluation, more possibilities we will have to contract the person indicated for the position.

4. Selection and Hiring

Once we have evaluated to all the petitioners, we selected among them, to whom better performance has had in the tests and interviews, that is to say, we selected to the petitioner or more suitable candidate for since we are soliciing for our business, and immediately afterwards, we happened to contract it.

5. Induction and qualification

And, finally, once we have contracted our new personnel, we tried about which one adapts possible more soon to the company (that it knows the processes, policies, norms), and to its new position (that knows its functions, tasks, schedules).

For it we can begin making him know the facilities and areas the company, to present/display its new companions to him, and to assign a “tutor to him” who is in charge to teach all the particularitities to him of his new position.

Labels: Step by step, Human Resources

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