Abstract
The process of recruitment and selection is fundamental within the function of Human resources. It defines itself as the research for candidates by taking into account the necessary adequacy between the needs of the company and the profiles of the candidates. The objective being that the recruitment is a success so that the insertion of the candidate can assimilate to a successful transplant. The recruitment and the selection thus seem to be a necessity; it remains to be seen in that the recruitment and the selection are necessary and answer the strategy of the company?
To answer this question, we shall see first of all in what the recruitment is a strategic tool for the company, we shall see for it the reasons which lead the company to lead a recruitment drive. To answer needs expressed by the company, a set of means must be set up to make a success of this recruitment (definition of the post and the profile, the research for the candidates. We shall study finally the selection of applications.
Extract
[...] It incites the employees to have a global vision of the company and its strategy by making sensitive various functions. Internal recruitment offers a solution to solve problems by the staff and employment Although we can notice that internal recruitment is a method use by some companies to reduce the cost of research for candidates. The internal recruitment requires the implementation of several elements: - An information system on vacant positions (Intranet, etc.) - The direct exploitation of the existing files: to realize a restricted call for tender, it is necessary to make a sorting from the available information according to criteria of selection of the employees susceptible to occupy the post. [...]
[...] The recruitment of a candidate is the fruit of the random. At some point, the company needed somebody, and a candidate looked for a post. Two partners, who do not know each other, are going to meet to establish a choice. Of numerous candidates, by discovering the company, the work, the conditions give up the post. III. JOB ANALYSIS Recruitment absolutely has to base on the analysis of needs in recruitment through an organizational and economic analysis and it in a stake in prospect of future (and not on an analysis of the present moment which remains limited. [...]
[...] The sorting of motivation letter of application and the graphology. The handwritten letter constitutes a sensible formal and traditional exercise to allow estimating the motivations of the candidate, its capacity to present synthetic information in a formal way and also to bring additional information not contained in the CV. It often gives rise to a graphological analysis. Widely spread and based on the hypothesis that every individual falls in his writing, the use of this technique is nevertheless questionable in the sense (where it is not scientifically validated. [...]
[...] - Their moderate cost The objective of these tests is to create the possible weak points which can establish contraindications for the post and to classify the capacities of the candidates among which to choose and the adequacies between the respective profiles and the profile of the post. The tests are also a support for the oral. The tests of intelligence and the technical tests They allow analyzing the intellectual reasoning which uses the candidate to resolve a problem which is subjected to him (her). They are essentially based on consequences of geometrical figures which have to bring the candidate to prove his capacity of deduction and its speed of understanding. [...]
[...] - Problem of cognitive dissonance: if the information perceived by the recruiter is contradictory with regard to the fact that he thinks of being true, they will be forgotten, deformed in a purpose of coherence. - Selective Perception: when two persons study the same information on a candidate, they do not select the same elements. On the other hand, the interview can take several forms: he can be individual or collective. A process of recruitment can very well bring in these two processes. - The individual interview: the interview constitutes in numerous cases the only technique of evaluation used in the process of recruitment. It is thus particularly necessary that it is prepared well. [...]
