INTRODUCTION
In a world that is constantly evolving, companies and companies must be more creative and enterprising by recruiting more qualified professionals and above all dedicated and creative to this end it is necessary to recruit with firmness depending on the function and the profile of the adequate staff member. function but recruitments have never been op thus the first attempt at recruitment of officials was in China place where a long and detailed job description was also created and satisfactory results were obtained. Later, Harvard University began to choose people on a psychological basis. In 1917, the first personnel selection institutions appeared (Silva and Nunes, 2002)
With the industrial revolution, the emergence of large factories led to a very high demand for labor. At that time, the worker was perceived as an extension of machines, without rights. That's where the industrial relationship comes from. Class that made the "midfield" between industrialists and workers. Of course, conflict management was extremely difficult at the time because the bosses were solely for-profit and the employees were fighting for rights.
Over time, this industrial relationship has evolved into what is now called human resources. Since people were still considered as mere factory resources, the term proved useful. It was in the 1930s that history began to change, with simple labor legislation outlining certain rights that many employers still consider to be benefits.
In 1943, the codification of labor legislation (CLT) was promulgated, forcing companies to adapt their "HR" to the legislation. As a result, the appreciation of HR professionals continues to grow. Businesses need to be aware of what's going on. Those who do not take care of their employees or their collaborators will be doomed.
HUMAN RESSOURCE
Recruitment is a process that varies by organization and is directly related to the job creation process in the industry, allowing the company's hiring organization to start this process because even today, the sector Human resources are perceived as a staff. To achieve excellence in recruitment and selection, it is necessary to know the real needs and how they want to respond to them, including the lack of human resources, and then make the right decision.
A company can use multiple vehicles in communication to advertise open recruitment functions through which the internal editorial announcements in newspapers or journals of internet sites and many more still ... Also note that there are two main types of Recruitment ie internal recruitment and external recruitment
INTERNAL RECRUITMENT
Internal recruitment means when, when there is a vacancy, the firm seeks to fill it by transferring its employees, who can be promoted (horizontal movement), or transferred (horizontal movement), or transferred with promotion (movement diagonal). This process will only be valid if seriousness, competence and transparency are present throughout the process. This internal recruitment process has advantages and disadvantages.
As advantage can be:
The source of motivation In a company that adopts this kind of policy, employees will be much more motivated to embrace excellence in their sectors to gain access to these kinds of opportunities.
The economy in time because in this type of process the time is much less important compared to an external recruitment which we will talk about a while ago.
Saving expenses indeed the company will make less expenditure that could have been used to make advertisements in the newspapers of the posters etc ... in this case the costs are reduced to the minimum apart from all xa o px also to note a better adaptation of the candidate who will already have an idea of the function he will have to occupy and reduced costs in terms of training compared to a new functionary.
It can also have disadvantages to know the egoism of the hierarchy jealousy within the walls of work from those who have not been promoted self- overestimation believing that we already have a great career just through this actions etc...
EXTERNAL RECRUITMENT
External recruitment is a means of attracting new candidates from outside the organization and seeking to fill vacancies with candidates from outside the company who are able to fill the need for selection, which is to select the best candidate. prepared to fill. the vacant position is open.
There are several ways to proceed with external recruitment, for example through spontaneous candidate files or other recruitments, submission of candidates by company employees, posters or announcements to the company's janitor and recruitment agencies. This has the advantage of bringing new blood from the experience of their previous training of the countivity between old and new and obviously of diversity and innovation through creativity and new ideas but it also inconvenience because;
This is usually a longer process than internal recruitment. It is more expensive than external recruitment, requiring immediate expenses such as announcements, a recruitment agency, interviews, etc. In principle, it is less certain than internal recruitment, external candidates being unknown; This can monopolize vacancies and opportunities within the company, frustrating the internal staff of the employees' careers. This usually affects the company's salary policy.
SELECTION OF THE CANDIDATES
As soon as the part of the creation and publication of a vacant position whether internal or external has been carried out, it is advisable to speak about the selection of the candidates who have participated from where the selection of candidates is the first step of the process. Those who pass to the second stage are subjected to tests of knowledge, performance and psychological tests. The interview is one of the main points of the selection and allows to determine the qualification, the potential and the motivation of the candidate, aGer analysis of the candidates and the obtained data, the selected candidates, who will be few, pass a technical interview , which will take place with the requesting sector supervisor, the manager, the coordinator or the person in charge of the applicant's in-depth knowledge analysis each of the selection techniques aims to verify a particular aspect of the candidate's personality The interview, depending on when it is used, can serve different purposes.
UNSTRUCTURED INTERVIEW
They are many types of interview among others Unstructured Interviews Unstructured interview is the informal non-directed interview in which the candidate is given the greatest possible openness to express his / her opinion in this type of interview. The questions asked are: wider such as: '' Tell me about your last job "
STRUCTURED INTERVIEW
Frequently used in the selection process, the interface planned or structured. This modality is the formulation of questions open incident, the answer to the answer. Closed questions giving rise to positive or negative answers should be avoided.
A question such as "Did you start working at 18?" Led exclusively to an affirmed or negative answer. Such questions do not allow us to evaluate the candidate. The question "How do you determine your priorities" or "How do you serve a customer dissatisfied with the company" leads to the candidate's long answer, which allows you to evaluate various aspects of your personality.
Structured interviews have a number of advantages: they prevent the interviewer from forgetting an important point, facilitate the comparison between interviews of different candidates, allow greater empathy and a better link with the candidate.
BEHAVIORIAL INTERVIEW QUESTIONS
Also called skills interview, this technique allows to assess the skills of the candidate, developed during his career, in relation to the functions he has held.These questions, which require the candidate to describe actions, behaviors and feelings at different points in his / her career, make the behavior interview perfectly appropriate for investigating the candidate's likely behavior in case of recruitment.
CONCLUSION
Since the beginning of the twenty-first century, several changes have taken place, such as the recruitment practices in companies in relation to the twentieth century. We can say that it was previously less complex to recruit someone because the process was very short and less organized until now, but today, to recruit, we have phases between the creation of jobs to propose the selection of candidates for behavioral psychological interviews and to highlight attitudes and predict a possible behavioral failure of the future employee but other than the type of recruitment. It also depends on the resources available to the company for all these processes: public companies spend most of their time tendering, while private companies do the selection process, then the human resource objective is to recruit qualified professionals fit for the position to be trained. and the edges so that they have a good performance and good results.