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  1. 1. Página 1 Universidad Del Valle De México Irving Isaac Sandoval Chávez Human Resources Management Glion V Semester Professor Rodrigo Rodríguez
  2. 2. Página 2 Recruitment Introduction Recruitment can be defined as a set of procedures used to attract a sufficient number of suitable candidates for a specific position in a particular organization. It is basically an information system through which the organization provides market reports and human resources employment opportunities are to be filled. The recruitment process begins with the search for candidates and ends when receiving applications for employment. This process can acquire a set of job applicants, which was selected after new employees. The process of attracting people in a timely, sufficient and appropriate skills and encourage them to seek jobs in an organization. An important issue in recruiting is to specify the number of necessary and sufficient personnel. This number can not be a precise and accurate but is conditioned by the supply of local labor market sensing whether there are potential candidates in our own surroundings and in that niche would be located. Personnel departments are often responsible for the recruitment function in most companies. Recruitment methods are varied, in fact, recruiters from nearly all countries are subject to legal structures that show different aspects. The only universal standard in this field is that professional success for recruiters to act in an ethical and objective.
  3. 3. Página 3 Development There are many recruitment techniques we can use to attract candidates to our job:  Internal The recruitment is internal when particular vacancy to occur, the company tries to fill by relocating employees, which can be promoted or transferred with promotion. Its advantages are several, among which we cite the economy, both in time and money. In addition, the successful candidate will have a greater knowledge of the organization, its culture, its rules (formal and informal), which will impact in a time of adaptation minors from the inclusion of people outside the company. With the recruitment procedure, in addition, the organization will take advantage of different training activities conducted with their employees, optimizing the investment made for this purpose. But above all, internal recruitment has positive effects on the motivation of workers, improving the general climate group.  External External recruitment is when the absence particular vacancy, an organization attempts to fill with strangers, for example: external candidates attracted by the techniques of recruitment. The advantages of the process that brings focus on innovation and change to the company, while leveraging investments in training have been other companies, though, however, involves more time, an increase in the cost of the process, lower rates of validity and a motivation of other employees for the reasons set out above.
  4. 4. Página 4 Recruitment sources are: Internal * File requests * Union * Recommended * Internal promotions External * Employment Agencies * Job * Educational institutions * Job Fairs * Professional Social Networks: XING, Netiner Media * Newspapers * Radio * Television * Internet
  5. 5. Página 5 Recruiting new trend Is one in which company-candidate relationship is established by accessing various interactive tools available on the web such as professional networks, twitter, forums and more. The candidates pull out of your profile and will focus on getting new business contacts through networking. The idea is that if the candidates are there, companies must be pregnant to interact and connect with them. As a professional social network can be found: LinkedIn, Xing and as SNTalent recruitment companies. Some examples of companies recruiting: * Association of Executive Search Consultants * AIMS International * Egon Zehnder International * Gary Kaplan & Associates * Arithon * Korn / Ferry * Michael Page International * Nels Olson * Nonprofit Professionals Advisory Group * R. William Funk & Associates * Raines International
  6. 6. Página 6 References  “Dirección De Recursos Humanos y coordinación” Santiago Quijano 432 páginas  “Desarrollo Del Factor Humano” Víctor Oltra Comorera, M. Pilar Curós Vilà, Christian A. Díaz Cuevas, Juan C. Rodríguez-Serrano, Rosa Teba Nuez, Jorge Tejero Lorenzo 280 páginas