Why rely on a test psycho?… Vocational guidance. Concept… [Megaposts]
About the management of human resources in organizations
About Human Resources Management:
- Avoid the bad procurement saves time and money to the company
- The importance of the speed in the selection of the personal
- Alternatives to the recruitment of staff
- Benefits of Linkedin for the headhunter
- 7 reasons why recruiters prefer Facebook to Linkedin
- 5 tips for evaluating a candidate
- Why rely on a test psycho?
- Vocational guidance. Concept
- University Business: what looking for Techint?
- Some ways effective of making recruitment online
- 8 types of interviews labour
- Process of selection of personal
- Key aspects of successful employment consultants
- Utility of the letters personal in the selection of staff
- Selection and jobs: make juggling with what there is
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[ 1 ]
Avoid the bad procurement saves time and money to the company
To level national, in United States, near the 50% of the new hires fail. Of those that are can be considered successful only the 20% are top performers. Amazing is that close to 90% of faults in the recruitment of staff, have nothing to do with mental or technical candidates abilities.He cost of a bad hiring can ascend to the double of the wage annual of a person more them benefits-says Roxi Hewertson, CEO of Highland Consulting Group, consultant in training in leadership-, counting the time from your hiring until can dismiss it or is go by their own means.
How much miss the company, will depend on what so bad are like employees, and how much time, money, and productivity have been lost along the way. Then you must add the double approximated of their wage to replace them.
The bad hires cost so much money and time to the companies.
The rotation of any job costs money. But the rotation of employees good that does not want to work in a company that hires bad employees costs a lot more.
After years of studies on the brain and emotions, we know today that the pair (CIS) emotional coefficient / intelligence is most important for success in the workplace and definitely criticism at the leadership positions. "Despite this still continue hiring leaders based on the skills technical and in the coefficient intellectual" says Hewertson. Best seller, will be the best leader of a group of sellers? Of course not. Continue getting them same results lousy and however not have changed substantially the practices of recruitment in the most of them organizations.
Regardless of (ethical, and legal) methods of course that uses in its recruitment, insurance needs to discover at least six of these key features about their candidates before hiring:
Attitude: there are plenty of 'I can do it' or listlessness and focus on the obstacles?
Brain: can do the job or learn quickly how to do the work?
Character: what are its core personal values?
Driving: are self-motivated to achieve your goals and your own?
Experience: would have done in the past to prepare for what you want to do now?
Fit: really fits in your culture, organizational values, it can help you to achieve its mission and advance its vision?.
"If you answered NO or not I can make it to some of these questions, do not hire the candidate. In serious, not so do. "Trust in their instincts", advised the consultant.
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[ 2 ]
The importance of the speed in the selection of the personal
The world of the reverse. The professional already not touch the door asking for work; are the companies who come out to the find of the talents. This situation, perhaps unexpected twenty years ago, is today a mode recurrent that modified the methodology of evaluation and selection of personal. Is very common that the professional of them new generations participate simultaneously in three searches labour, with their respective instances of interviews and evaluations, for choose finally the work that best is fit their expectations. In the middle of this process, sometimes until "is encourage" to ask a 20% or 40% of increase in the remuneration, safe of that will have offers labor of others companies where the response to its asked is negative.These changes have generated an acceleration in the dynamics of the searches, by which companies and consultants looking to be increasingly more agile when hiring new employees. Searches that some years ago were defined in the period of a month, today is suitable to resolve them within 10-15 days. The companies, for its part, should take a good candidate quickly once this is presents. The delay in resolution can cost us losing a good professional. Agility and efficiency. There are keys.
As we see, this context makes the time look increasingly more critical and strategic to make the process successful. For this reason we quote some considerations which serve to optimize time and preserve the quality of the searches:
-Methodology for the selection process: is essential to establish it in advance. What techniques we will use? How are the questions for the written tests and interviews? Do we have a realistic and detailed job description? With which working group will the chosen candidate interact? Do we know exactly what of professional profile we are looking for?
-Database: allows you to have variety of candidates and make a quick and appropriate filter search profiles. Best database, greater precision in the results.
-Multiplicity of sources of recruitment: specialized websites, contact, links with universities and social networks. Web 2.0 allows us to know the profile, hobbies, social environment, relationships, contacts and professional references of the candidates; is a hint more clear of the expectations and the needs of the young professional currently.
-Benefits to attract talents: today is no longer enough to offer high pay and a good work climate. The employer can provide working conditions that balance work and personal life, flexible schedules and development of career plans, among others. Some studies have shown that economic strategies per, which seem a priori the most effective, they serve only for the short term, as temporary solutions. Once the "talent" get used to the new wage scheme, already taken as "natural", as a "given", and then the implementation of another type of strategy is key. While economic strategies are needed immediately, they are not sufficient. Other types of benefits are needed to quickly attract the attention of the candidate.
Understand the changes in the market, act accordingly and constantly sharpen the gaze is the secret to attract the best talent. The scene at the selection has changed dramatically in the last 10 years, which leads us to get on the wave and work according to new needs.
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[ 3 ]
Alternatives to the recruitment of staff
Once an organization has confirmed that has a shortage of workers, the recruitment begins.But there are alternatives to the recruitment that can be valuable at the time of dealing with the lack of employees.
Some of them are:
The outsourcing. Sometimes a company uses another company to do some tasks and functions in the organization. These outside companies, assume responsibility for a particular task. This is called outsourcing or outsourcing of services.
The Department of human resources is a typical area of the company whose functions are outsourced. The external company makes planning, recruitment, and other features for a budget. It is a good choice, but in the long run the company be raised if does not have a negative impact on productivity since it can be more expensive than cash. When a function is outsourced, it is very difficult to go back.
Hour extra. The hours extras are a good form of cover tasks by lack of staff. The organization saves money because not has that recruit, select and train to them new employees and those employees current is benefit because is les pays extra by your work.
This is only a temporary solution because workers may become lazy and less productive with time and this could cost a lot of money to the Organization in the long run.
Workers by time. Some companies hire workers by time or periods very short of time to companies that take the responsibility total by hiring, pay and end the contract of the employees. This allows you to change the size of the template without responsibilities extra that involves the handling of personal. Is to cover tasks in time specific.
Employee temporary. Or also known as part-time. Not have a work permanent in the company and many them are engaged when someone is takes a license or there are projects specific that should end is in time and form. Hiring temporary workers can be a good option under certain conditions:
When are effective or permanent employees unable to finish projects
When there is a great need for manpower
When the type of work requires little training
quickly to the customer is when the service very important
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[ 4 ]
Benefits of Linkedin for the headhunter
LinkedIn is one of the best professional networks of the time. It allows professionals, regardless of their level, profession or location publish their educational and occupational backgrounds as well as connect with people of your profession or business and that can work together in the future in his career.LinkedIn can be a tool very useful used properly.
It can use Linkedin to publish notices of employment
LinkedIn offers a service payment where the companies or consultants of search and selection can advertise their vacancies. It is a good way to reach a large number of professionals, especially because Linkedin tries to find the most relevant jobs and displays them in the profiles of all registered users.Quick updates of State
Any user registered can update their profile. These status updates are visible to anyone, you don't have to be paid so that the search can begin more quickly and at any time. Someone in the Group of connections can reply to a search posted in the Group of contacts or recommend someone who deems good for the post.Search candidates
Is possible search to someone with capacities very specific, for example. level of experience, industry or languages. With a profile updated is possible contact to these candidates and ask you if are interested in a new place. This simplifies the process of recruiting traditional considerably.
Be in contact with candidates
Can be useful for those selectors connect is to Linkedin with the candidates that not have could locate in any search but believe that can have possibilities in the future. The recruiters can continue in contact with the candidates, see their updates and that have made from the last contact.Use recommendations
LinkedIn allows members to recommend to colleagues, suppliers and customers. Anyway you won't find any bad reference because users have to authorize the recommendations of others to be displayed in your profile.These recommendations can provide great guidance about whether the candidate is suitable for your requirements.
Using LinkedIn you can have many benefits for the selectors that may have direct access to a large group of professionals, without a doubt, is the most important reason to register and use this social network.
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7 reasons why recruiters prefer Facebook to Linkedin
Despite the challenges of social networks for human resources professionals, they play an important role in the recruitment of talent. The big question is where to find talent.While employers continue to use the Linkedin networking for recruitment portal, especially for executive positions, they prefer to interact with students and graduates via Facebook than LinkedIn according to a study by Potentialpark.
For the study, the firm interviewed more than 30,000 gaduados and students from around the world and analyzed the online presence of more than 500 companies from United States, Europe and Asia.
Among respondents from Europe, 48% said that you prefer to connect with recruiters via Linkedin, while only 25% admitted that he would prefer to do so through Facebook. When asked to explain what reservations were to Facebook, most said that "it is not the right place" to interact with employers or "who feel uncomfortable there sharing private information".
Privacy seems to be a common theme when it comes to employment and Facebook. This finding may seem surprising.
But these reserves are not the same that have employers to Facebook.
Potentialpark, found that more than 1 / 3 of them 100 employers top of Europe, have a page of Facebook for recruiting the most with more than 1000 fans.
Would then, why the employer are so interested in connect is with potential candidates through the network social more big if to these les da terror interact there with employer?
Potentialpark interviewed also to professional of RR. HH. on his motivation to be active on Facebook and concluded that there are several reasons.
1. is more attractive . Facebook employers can safety strategy "that come to us" only by establishing a recruitment page. Recruiters say that the interesting content in the pages generated reviews, discussions, and more personal interactions. With Linkedin communication is more unidirectional, since recruiters looking for candidates and exchange messages with them.
2. on Facebook is where is the action. Them recruiters perceive that a few students and graduates updated quite followed their profiles while in Linkedin some it make only when change of employment and sometimes or that.
3. is free. To the employer them like Facebook because them allows upload content professional and advanced in recruitment as testimonials, videos, photos, or a search and is free of charge.
4. is a network of contacts more large. Facebook offers an audience much more big, with more than 800 million of users active in all the world compared with Linkedin that has a database of 120 million of members in all the world.
5. is more open. Facebook is free and free for all members and does not require premium accounts to achieve certain functions. That is why it is a more open than Linkedin network.
6. 'Like' button. Thanks to that button, it is easy to integrate the profile of users with the recruitment page.
7. is better for the branding. Recruiters say that Facebook is more flexible for employer branding and communication with the talent, especially with students, graduates and young professionals, gives better results on Facebook.
You have an active presence on Facebook is a great start for employers looking to attract and communicate with young talent.
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[ 6 ]
5 tips for evaluating a candidate
1. use the networking social
Facebook, Linkedin, blogs and Twitter. According to a study conducted by Microsoft, search the Internet to job candidates has become a mandatory requirement in the recruitment of all companies. And a 70% declared have rejected candidates based on the information that obtained online. Of course, them photos of Facebook and Twitter not are a reason enough to reject to someone, legally, but search this information can reveal you much of the person.LinkedIn can help you especially with younger candidates, and more in the technological sector any contact who has worked and can tell you something about that person.
2. pay attention to what not is said
Is necessary ensure is that is clear all them points of the work both them positive as them negative, for example that can sue work until very late, etc. Some people are are so positive that may be being dishonest. Someone that says if to all as a strategy for getting the work to the long brings bad results.3 see details of what
Some things to detect who want truly the employment, for example all the world in an interview of work must have the phone mobile off or at least in mode silence. You das account if expect truly the interview? Body language, interaction with others, and the frequency with which look at your watch or phone will give you the guideline of the level of patience and education of the applicant. It's not wrong and mistaken someone rude nervousness. It is also important to the person who says before collected some information of the enterprise over the Internet or through acquaintances.4. reliable recommendations
Not people like to work with incompetent or those who cannot do their work. Take the recommendations seriously.Concerned inmates are often the best choice. People with good references of other employees of the company that created it can work well in that kind of company is important to take into account information.
5 references extras through contacts
If an employee was in bad ways of a company you don't want to tell you. Search among your contacts. Someone who knows someone who knows it may give you a good clue.Using these 5 steps in addition to the traditional methods, it means that it is much more likely to take the best decision to hire the candidate.
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[ 7 ]
Why rely on a test psycho?
From different places is questioning the validity intrinsic and the impact that in the company can have this class of evaluations.It blamed them being invasive to the candidate; of not be able to accurately measure what is intended; and the most critical point out that they border on the magical.
However, the level of reliability with which many of these tests have is unquestionable and relies on its implementation. I.e., what the experience of their application in different people allows to conclude.
First of all, I think convenient to a first distinction between psychometric tests and projective, stopping me especially in the latter since both comment would be too extensive reading of this article.
The power of the test of a projective nature lies in a radical and first cause: the existence of the unconscious. Unconscious that know it through its effects from Freud onwards: sleep, failed acts, the symptom and its repetition among others. And that from Lacan we rediscovered it as an instance built by the way of a language, with its logic of metaphors and metonymies.
Following with this, is through the technical graphic that can analyze and view to the unconscious of the subject in action. With his advances and setbacks. With its challenges and strengths. Through those drawings access to what the person not is capable of tell us with words. Because hidden, or because directly not can do it.
Is so who we are dedicated to the study of them people, for then indicate its future labor us serve of the corpus theoretical psychoanalytic, guiding it to the work organizational.
It customer demand know how the subject learns, of what form is adapted to new circumstances, will tolerate pressures and how is linked with higher and companions. Predict it prevents countless losses of time, and ensures that personnel to hire or which plays in the organization meets the requirements of the current or future position.
As practical applications, a proper psycho test should serve to:
(1). detect and prevent diseases mental capable of influence in the absenteeism.
(2). describe the main features of the personality to them late of driving to each subject according to their traits structural.
(3). motivating in form particularized, obtaining improvements in the performance.
(4). know who have development potential.
(5). prevent dishonest behaviors.
(6). determine people conflict and references of opinion suitable to create complaints Union to future.
only mention those of greater interest by entrepreneurs.
Finally and as a first approach to the initial question, it is necessary to understand that to achieve the results intended, consistent access to the unconscious of examinees nuclei, becomes indispensable that those professionals in the task requires an academic course; an experience as analizante and a solid practice in the field of the psychology organizational. In this way the profession of psychologist, comparable to the artisan, converts to projective techniques in one of the instruments of greater depth, validity and reliability when narrating how a subject is.
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Vocational guidance. Concept
Other definitions include that vocational guidance is:The choice of a realistic interest allowing the subject to achieve your work goal, and thus their inclusion in the market. S's help in the choice of a profession.
Help the person to develop a suitable concept of itself and its role in the work.
Accompany to the person in the self-discovery and the elaboration of a project staff.
Action emerged for balance and adapt the relationship between potential personal of them workers, both from the point of view of the vocation, their competencies and their demands labor.
Specialty of psychology that studies and offers a preventive or health care resource for the development of the human conflict that crystallizes around the establishment of a future project and choosing or changing a career or job.
More than a hundred years ago that arises the concept of vocational guidance as a specialty of psychology, dedicated to highlight the skills, talents and abilities of people, in a social context characterised by the emergence of the white collars, as a result of industrialization that required more specialized labor. In this frame of them events, both the security personal as social of the individual was sustained through the employment insurance for all the life. But with the run of the century, and the process of revolution technology that affected all the facets of the economy, the old structures industrial tended to disappear. Emerges at full speed an economy based on industrial development and the provision of services, jobs become unstable, there is a smaller capacity in individuals to identify their vocations and define their life projects, it is necessary that it be expanded and updated the concept of vocational guidance.
The influence and disinformation of the mass media on the professions and careers, the deterioration of public education, false idols that guide young people en masse, the rise of consumerist, hedonist society among other factors of modern life, make that many are not the way to address serious and consistently a labour future long-term with all the pros and cons that this implies, to become productive members not only to a public or private organisation but to all of society.
At present, labour competencies, must learn and reaprenderse continuously, already does not reach with only take into account the main skills of the individual, but that the vocational guidance process attempts to know her personality, the real motivation for the individual to work, his knowledge of the labour market, the family environment and the economic characteristics, so today the orientation , happens to be understood as an advice in training.
The process of orientation vocational, tries to lead towards a project personal that include a greater awareness of itself same and of its reality socio-economic, cultural and labor. For it is necessary to provide information on the educational offer and output work, promote continuous self, knowing their strengths, weaknesses, skills, aspirations, potentials and limitations, the individual is able to choose a life project to develop.
It's informative, and preventive work in order to make the best choice for everyone. The aim is to acquire various experiences proposals, the individual have the ability to choose for himself.
Recipients of the processes of vocational guidance are usually young teenagers coming to finish secondary studies. The objectives are accomplished through the application of technical psychological psychometric and projective and interviews by competition.
One of the most frequent obstacles that the vocational counselor, must overcome is the prejudice of future workers with regard to the labour market. This is presented when the student has an idea fixed of the career that wants to follow, and has a low predisposition to listen new visions. Sometimes occurs that possess an information incomplete about them functions of the profession that have chosen or the availability of posts, in addition to the level of remuneration, limited sometimes to its environment social and economic. They are immersed in a very limited set of options, which can be reversed through the practices proposed by this discipline.
The initial interview
In general begins the process with techniques that allow the approximation; the profile of the individual, highlighting their preferences is defined through personal interviews. This analysis should cover all areas of the life of the individual, since any conflict, in any area directly affects the choice of the calling process.The objective of the initial interview consists of identifying accurate estimates of the motive of the inquiry and in the elaboration of a first approximation of the diagnosis. In a second instance is used to the interviews that include the family, though not in all cases group is considered necessary for this meeting.
After having defined diagnosis, the stage of the evaluation, which involves the application of a set of psychological techniques are newly used. This perspective will assess both the intellectual capabilities of the subject as a personality profile, vocational interests, etc.
Batteries of psychological tests
Activities consist in the application of batteries of Tests, correction of the applied tests and the preparation of the report.The main intelligence tests used are Domino, Raven and Wais; personality tests include Rorschach, Zulliger, Luscher and Eduards, while those relating to vocational interests stand CIPSA and Kuder-C.
Return
The last step of the process is the of the return of the information, is in the interpretation of them data. This synthesis end integrates them main potential personal of them workers, both from the point of view of the vocation, their competencies and their demands labor.This return has by purpose expand the spectrum of the look of the individual, of this way with a knowledge more defined of itself same, is capable of guiding their decisions so can develop fully their tastes and skills.
Them guiding vocational should integrate this action preventive of form continuous promoting the development personal of them students with the awareness of that regardless of the area Specifies that choose as the preferred, must develop is in the concept of the creation and recreation of them objects of study, what would imply a permanent updating of knowledge to apply.
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[ 9 ]
University Business: what looking for Techint?
In Techint do bridges, roads and work in Central nuclear. In Techint Argentina work more than 1000 engineers and when incorporated new engineers try to of adapt them to the life in it company that not is the same that the life University. We moved the technical training they receive at the University to a wider that provides opportunities for professional development.We offer new graduates a coaching process for leaving the University understand activity that made the company and they can grow on the basis of the needs of the business. Understanding the cultures of other countries is part of the training. The training they receive at the University is technical and hard what the company offers is the chance to learn way to apply this training to the business.
The University proposes that they solve problems, analyze and solve model. In a first stage in our company, them engineers has only a training technical, then also a training operational, to migrate more forward toward a role strategic in what one makes, and then define that is what there are that do that is the definition of the strategy of a company.
In the next years the need of engineers will be very important, and have companies that allow develop the profession in all the world. Work in Techint is an opportunity to form engineers according to what the world wants.
Change in a changing world, the skills to be successful, the requirements of the globalized world will evolve, why should keep track of the necessary skills for professional development all the time. This means not only learning new things but know which we must unlearn. There are things that change and this process is continuing.
Another topic that there is that learning that we are in a world multicultural. To understand as thinks a person from another country, that professes another religion is necessary for the development professional and this not is learns in the University.
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[ 10 ]
Some ways effective of making recruitment online
Geoff Peterson has an experience of 8 years in recruitment in Internet in the United States and works as consultant with SMEs and some companies of the 500's Fortune.The economy American not passes by your best time and there are layoffs by all parties. Internet is has transformed in a space where millions of visitors by day seek, are talk, is connect and perform business and contacts with others.
What is new is that the area of HR teamwork with others (advertising, marketing, systems) develop an action plan to attract candidates who swarm in the network. This presentation encourages 30 different ways to carry out recruitment of cantidatos online. Some of them are:
-Generalist job portals are disappearing. It is advisable to seek niche portals, for example portals in search of jobs for computer scientists, hoteliers, etc.
-Make visible the brand the company as much as possible on the Internet
-Make marketing through mobile phones by sending information and vacancies
-Open a corporate page on Facebook and promote it in the target of people who are looking for the company.
-Be an active member on Linkedin and open a group. Analyze what makes competition.
-Send sites where press releases are published on people search press releases
-Create free presentations on Scribd, e-books and Power Points. They can be uploaded to slideshare, digg, .docstoc and social networks.
-Upload videos to Youtube and Dailymotion
-Create Podcasting on the company, your searches and topics that can attract talent (audio online)
-Make creative email marketing campaigns
-Improve site nominations
-Get Adwords campaigns through Google. Google will display ads in them main blogs for young and you will be charged a minimum when someone make click in your ad.
-Builds a database itself though is in Excel
-Make a blog to capture candidates
-Use your blog personal to attract the talent
-Open an account in Twitter
-Seeks them millions of resumes that there is in the web
-Get of Internet your library. Creates bookmarks of websites where find topics that you help with the recruitment
-Automate your efforts. Get for example that you get alerts to your mail electronic of Google with the log curriculum or background labour
-Performs virtual job fairs
-Create a search engine for jobs, where candidates seek jobs and contact with you
-I know an active member of online groups and forums of professionals you want for your company.
-Participate in person encounters of students, etc. to be always visible.
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8 types of interviews labour
We found 8 (eight) types of interviews for the process of selection. While the tools of selection, as the requests and them tests, can be used, the instruments more commonly used, and in occasions the only, is it interview of selection.Them interviews offer an opportunity to know personally to the candidate and to formulate questions of a way that not is possible with them tests psychometric.
These are the different types of interviews more used by the area's resource human.
1. INTERVIEW NOT ADDRESSED
Is formulated questions as these come to the mind, not there is a format special that has that follow and the conversation can move in several directions. The interviewer still points of interest as go emerging in answers to their questions.2. INTERVIEW DIRECTED
Is an interview that follows a sequence sets of questions. This interview looks for information about the technical competence of the applicant, as well as discover traits of your personality, attitudes, and motivation. The usage of this interview required of a training special.3. INTERVIEW STRUCTURED
They are a series of questions related to the post, with "preferred" questions, which are asked of all candidates for employment. Unlike printed directed interviews, structured interviews can be adapted to include questions about the specific work in question.4. INTERVIEW SEQUENTIAL
Interview in which the applicant is interviewed sequentially by several supervisors and each one of them it qualifies in a way standard of evaluation. The assessments are compared before taking a decision.5. PANEL OF INTERVIEWS
Interview in which a group of interviewers makes questions to the applicant, allowing that all them interviewers take advantage of them answers of the candidate to the questions formulated by them others interviewers.6. INTERVIEW OF STRESS
He objective of the interview is determine the form in that a candidate will react to the stress. In this interview is inconvenient to the applicant through a series of hostile questions. This technique helps to identify hypersensitive applicants and those who have little or much stress tolerance.7. ASSESSMENT
Analysis after a performance evaluation in which the supervisor and the employee discussed the qualification of the latter and possible corrective actions.8. INTERVIEW OF DECOUPLING
Is that is you made to all person that leaves the organization. Has as objective know the opinion of an employee that to the go is can show is open to comment them aspects positive and negative that you deserves the organization.[ Index ▲ ]
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Process of selection of personal
Is the function of administration of personal that leads the process of incorporation of personal and determines the technical more suitable to carry them to the practice. Within this procedure found to the selection of Personal that is the set of procedures aimed to attract (recruit) candidates and select them for the organization.To replace an employee by: RESIGNATION - DISMISSAL - RETIREMENT - TRANSFER or DEATH, either because you create a new post, the truth is that it turns on the employment process, either by staff of line of the area where the vacancy occurs or the human resources department. The advantage that this area of initiating and developing the process are as follows:
• Continuous supervisor with your specific activity.
• You have a joint vision of the organization.
• It is more economical.
• To prevent friction.
But either one or other responsible for incorporating a person to fill a vacancy, the problem that is presented is the same: they should know the position, for it is based in the
Job description: (do)
(Does it)
When (it does)
For (purpose)
And in the analysis of the post: intellectual requirements
Physical requirements
Working conditions
Responsibility
Knowing the position, we analyze the human Resources market.
In what situation operate?. In demand or supply, on the basis of that analysis we gravitate to an internal or external recruitment.
Recruitment are currently made using different methods:
1) notices on job portals
(2) bags of work of universities
3) classified newspaper ads
(4) consulting referrals
5) database of resumes
6) database of referrals
Once completed the recruitment of candidates to the job starts the recruitment based on telephone interviews, personal (these can be individual or group), psycho-technical test.
Interviews are conducted on computer, the line together with the human resources area selectors and often involved an external consultant.
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[ 13 ]
Key aspects of successful employment consultants
Recruitment, selection and employment consultants can offer different services. There are temporary and permanent employment. Some deal with select employees satins and other level supervisors and management.In the consulting of work temporary, them employees working for the Agency and are rendered to the client. Those employees work in certain projects and can go rotating until is finished his contract with the consultant. The payment can do is by month or by hour, and many times not perceive benefits. The employees permanent or effective working directly with the client of the consultant.
But the treatment with those candidates not is it unique aspect of the business to develop by a consultant successful.
There are five key aspects dealing with consultants more valued by its clients, constantly reinforce:
(1) variety of candidates
A consultant of recruitment, selection and jobs successful has to have variety of clients and candidates. This variety includes to people from people with little experience labor to professional with much time of work and experience of all those levels hierarchical. While not is usual recruiting candidates of scarce experience labor because to them employer them is easy find them, brings variety count with these profiles in the database.(2) capital human
As all the companies, the companies of jobs depend on of the capital human to penetrate markets, build your own reputation and generate benefits economic. The recruiters are key to the success of the consulting firm. Must be versed in her specialty on which will work. The recruitment has to see with relationship interpersonal, sales and negotiations. Them good recruiters often have worked in the industry for which recruit. As many times those positions are from sales, to those recruiters are les pays thanks to a structure of commissions. If the recruiters do not get people, the Agency will have a low performance. Is necessary to hire recruiters with experience in selection and in particular industry. The recruiters with years of experience are all good.(3) partnerships strategic
The consultants can return is very expensive from keep. Pay him to the staff until pay those customers can be expensive and risky. The new consulting firms often not can cope with this level of risk. But there is the possibility of associate is with companies or with other consultants to share them expenses or them facilities. Today the database is handled from a support technology. Without sharing the database that is the heart of the business of any consultant of employment, can share the space and services (phone, internet, etc.) until the business start to keep is by itself same.On the other hand the dissemination and promotion of the brand is essential. Many times the hiring of a consultant's job has to do with some degree of confidence that transmit. Attend meetings, conferences, seminars and symposia is a good opportunity to come into contact with potential customers on the one hand and university students seeking employment on the other. Many of these encounters are usually free and organized by the same universities that advertised in advance in their Web pages.
(4) development of the business
The development of the business itself is the function key of any company of recruitment. Without customers or searches of candidates not there are consultant. Winning orders for searches of staff is an intensive sales work. Requires you to so-called, visits, meetings, and build a permanent network of contacts. Build relationships with managers of employment, management of resources human and executives from different companies is something critical in this business. Some recruiters work only in the search of candidates and CVS because have 2 or 3 customers fixed. Sometimes there are industries that come in crisis by the economy or by other factors and when this occurs dragged to them suppliers that depended on of them. Then these consulting firms of employment enter in a period recession similar to their customers because closed its spectrum of work around a pair of customers "strong".5) software
Software, software of management are key to the administration. A system of management of resumes and requests for searches is crucial in this business. All successful consultant has in addition to its website, a technological system as a platform for your business.There are hundreds of small and medium-sized specialists in any kind of custom software development. For little money can develop a web site explaining the services offered by the consultant, a structure for a core curriculum and a form for ordering of searches (using the PHP programming language).
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Utility of the letters personal in the selection of staff
In the world of work, is called personal letter to the letter sent by a candidate to a potential employer along with the curriculum vitae.The center of development of careers from the University of North Florida (USA) advises students and graduates about the personal letters. While the curriculum vitae, afiman, detailed in full employment and academic history, personal letters are fundamental to "Customize" the search for employment.
The main objective of the personal letter is comment briefly and in the skills of the candidate own words and highlight achievements and interests related to the employment. It is a letter addressed to a specific employer and a particular job. Little will be sending a personal letter standard, with the same text for different employers. Massive shipments of personal letters will also fail. The function of the personal letter (implied in its name, personal) is exactly the comment briefly and in own words, thoughts commensurate with the job you are applying and the company. It is important to highlight why you are interested in this job and what you expect from the.
Contrary to what is intended, the personal letters are read before the resume. Website for graduates of US Collegegrad.com, written by several selectors of staff, says that where the curriculum is of interest to the staff selector, read then the letter. "Once a Manager out of the envelope the personal letter and curriculum, leaves immediately aside the personal letter and check out the curriculum." "And give account that has interested the C.V. because then you go back to read the letter" claim.
Another common mistake regarding the personal letters is that people believe that they should speak of oneself. Should speak of the since is offers, the company and the perspectives of the candidate in relation to these factors.
But personal letters are not always sent. CollegeGrad.com says that personal letters are vital when you are trying to contact potential employers, with a segmented job search campaign. It is not necessary to send a personal letter if one does not know the company which is applying.
It is vital to send a personal letter, when have commented to one about a company you might be looking for a candidate.
This is an example of letter of what is called "spontaneously" (the data are false) according to Collegegrad.com.
Córdoba, February 16, 2006
TELECOM ARGENTINA SA
Management jobs
At. / lic. Carla Rivas
Congressmen:
I contact with you thanks to the reference of the LIC. Nicolas Sanchez Berrondo that works in it management financial Telecom Argentina SA, who I said that are in search of professional specialized for their offices of the province of Cordoba, for your program development of Auditors.
Story with more than two years of experience accounting, including the last year, as auditor in the company Ernst & Young. Complete my graduate in finance of the IAE in Mayo next and am graduated of the University Catholic of Córdoba.
I confess that my combination of experience practical and solid academic background has prepared me to contribute immediately to TELECOM ARGENTINA SA. Having worked in a leading company in the accounting field, I could understand the level of professionalism and communication required for work satisfactorily over time. My background and my professional profile to the business, will provide you your company a highly productive auditor for its development program.
I will be in the city of Buenos Aires during the week of March 16. Please contact me at 4319-0000 to combine day and time to get together to talk about my work history in relation to their needs. If he has not contacted me for March 9, I will contact your office to consult on a date for the meeting. I hope to find it at that time.
Kind regards
Lic. Alberto D. Mendoza
A successful personal letter, says Collegegrad.com, is an effective marketing tool, dealing with the personal search as a relationship process customer-product. The customer is the company. The product is the candidate. It says: "customers don't buy features, they buy benefits. So make sure you present your benefits to the customer."
It should bear in mind, that many employers take the personal letter as an example of your way of writing and communication skills. Resumes are written many times by other people who are not candidates, but the personal letters not. Make sure that your personal letter has been corrected for spelling, grammatical and reviewed by anyone other than you.
A successful personal letter should be specific and as its name indicates it personal. Each letter should be addressed to a particular person to a specific company and discuss realistically what would be your contributions to the company. A good question to do before writing a personal letter, according to Collegegrad.com is what is your competitive advantage in the market? The companies seek each time less employees "standard" or that is conform in comply with a schedule and a work operating. Looking for people with skills that the differ of them others and skills for the work in team.
Five tips to be in has to write a letter personal:
1. format basic's letter. Date, header (company, Department to which are directed, person, etc.)
2. greeting to the person to whom is sent.
3. first paragraph: explain why you write?
4. second paragraph - briefly outline two or three powers or abilities, and then immediately which would be the benefits for that company to hire you.
5. third paragraph-paragraph of closing. Not to close the letter but to close the part of ' sell is one same '. Inform the actions to follow. (for eg.) "I will be in the city of Buenos Aires in the week of the 16 of March." By please contact is with me to the 4319-0000 for combine day and time to meet us to talk about my background labour in relation to their needs. If not me has contacted for the 9 of March, contact to your office to consult on a possible date for a meeting. ("I hope find it in that opportunity").
On the terms of the Charter. The letter is personal and must be appropriate to each person and each company. Staff selectors do not have problem in that the candidate take an active role in the search process in general.
Usefulness of personal letters to:
Staff selectors
Job candidates
Determine the interest of a candidate for the post allows an enclosure more 'human', and personalized with the person who decides to summon the candidates.
They denote how interested is the candidate on the job, the Organization and your professional development. Allows delve in your experience working and can specify with a little more than detail your achievements and successes earlier.
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Selection and jobs: make juggling with what there is
In this occasion, responsible of selection and jobs spoke about the reality of the market work.On the one hand, Javier Ferrante responsible of jobs of administration of PETROBRAS ARGENTINA (5500 employees), said that the great challenge of resources human in the company, has that see with the retention. The company has a large team of engineers and technical staff at this time is in short supply in the market and to compete for businesses, offering increasingly better wages and benefits.
Alejandro Román, responsible for selection of TGESTIONA, the shared services company that makes searches of staff for the TELEFÓNICA GROUP companies and others, said that only for Movistar, they conducted 100 searches per month. Also commented that times, times in which managers ask a person in a week and this, for most of the time be realistic is not possible. The main tool of searches is Internet, for TGestiona, and have left of use them notices classified of them daily by costs, and because the answers of them candidates begin to them days of posted the notice and this not is possible for them times with which have them selectors.
Roxana Ionna, responsible of recruitment and retention of SUPERMARKETS MAKRO, commented that are recruiting for a new store in Neuquén in March of 2008. For the recruitment are using media local, especially a signal of cable in the area, what les has given good results.
In LEDESMA (6300 employees), said Ramiro Galan responsible jobs, one of the main challenges for the future has to do with "to develop new weapons of seduction" to attract staff.
Araceli dagger, head of jobs of BANK GALICIA (5500 employees), commented how difficult them is being, find managers for the branches of the interior of the country. "Santiago del Estero branch we have no Manager since November 2006. And in Catamarca also from several months ago the branch is without Manager." Costs more and more companies find certain profiles and especially should move to other provinces.
Nicolás Guelfo, head of RR. HH. GRIMOLDI's, which has 79 stores and has about 500 people between factory and premises, also says that find it hard to find people with profile to the attention to the client. They have made a speech on the University of Morón, where he participated Alberto Grimoldi, and says that it was a very interesting experience to be known among students.
Alejandro Román, said that the brand of the company serves to attract people, and in personnel search notices put the logo of the company.
Candidates attending some up to 8 simultaneous search processes, are increasingly more select and it sometimes hard to find a person according to the position in time calling for the line.
Ana Sinclair, responsible of jobs and training of the Hotel Panamericano, said that is in full process of search for a resort of luxury in Calafate, and said that some people accepted the work but you say (with all naturalness) that not want to talk in English with them tourists. Likewise, the rotation, is very high in hospitality.
Nicolas Lodeiro, Chief of jobs of the Group logistical Andreani, said that a time given the profile of the candidate the line signature which are the features of the candidate. "Sometimes ask a Superman who do everything for 1200 pesos per month," said, claim that was shared by the rest of the participants.
Almost all agreed that referral database, was the worst quality, and that candidates referred often do not comply with any requirement to be employed.
He is also said that some companies such as Telefónica no longer convene interns by legal problems, while for other companies, this is still a choice of recruitment.