RECRUITMENT AND SELECTION

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The challenges that the labour market faces today are many and varied, the
most striking being the shortage of staff. However, the causes of such a
situation are as varied: starting with maternity leave, sick leave, massive staff
fluctuations, the rapid development of companies, the assumption by
companies of tasks that exceed their human capital resources they have, less
and less unprepared candidates, certain economic and geographic factors,
promotions or retrospectives on a position also create destabilizing moments in
a company.

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COVERING THE LACK OF DEFINING SELECTION PROCESS
RECRUITMENT NEEDS
PERSONNEL STAGES:

COVERING THE LACK OF PERSONNEL

Despite the fact that it requires a relatively long time for recruiting, the
additional costs of recruiting, the time of accommodation in the new job that
the employee needs before becoming operational, the investment in training at
the workplace - the selection of good candidates is a long-term gain for any
company that plans its long-term development.
 The most common solutions for temporary lack of personnel:
- Temporary or permanent transfer/lending of some employees
- Subcontracting (outsourcing) to third parties of some services provided by the
employee whose place remained vacant (outsourcing of services may be more
cost-effective and at the same time may lead to higher quality of service but
not all services can be outsourced);
- Recruitment is one of the most important processes of human resources
management.

DEFINING RECRUITMENT NEEDS

The stage of defining the recruitment needs and the needs for the planning of
the positions to be held by the persons with specific competencies is essential
in the recruitment process. Starting from this premise, we offer you:

Advice on defining the recruitment needs

- make an inventory of the remaining tasks discovered due to the lack of

specific skills;
- write job descriptions and descriptions with great precision;
- define the missing competencies in the organizational structures;
- create post profiles
These documents define the tasks and activities of the job, as well as the
necessary competencies to fulfil it.

The role of HR Insider consultants is to ensure that

- the documents that are drawn up comply with all applicable legal provisions;
- the responsibilities of the jobs for which they are recruited do not overlap with
those of the jobs already taken;
- there are no remaining unresolved responsibilities;
- the design of the goals and of the performance indicators that must logically
flow from the assigned tasks;
- the definition of abilities, qualities and skills that will be included in the job
sheet;

In the recruitment and selection process, the stage of the interview weights the
most in the recruitment decision. The direct interaction with the candidates is
their chance to stand out, to highlight their specific skills. That is why we pay
special attention to this stage, and among the good practices for planning and
running:
- we allocate enough time to interviews (estimated 45 minutes, maximum
one hour, but we also consider a possible extension of about 15-20
minutes);
- for an optimal deployment and for the efficiency of the recruitment
process, we pay special attention to the candidate’s adaptation stage;
- in the interview we ask the candidate as much details as possible about
his/her former jobs and workplaces - we do not make assumptions based
strictly on the job title.
- the questions we make are clear and unequivocal, simple and short.
1
Personnel selection

An important milestone in designing a company’s organizational chart is the

selection of staff, which is in fact a process of harmonization, between the
requirements of a job and the capabilities of a candidate capable of meeting
them. This depends on the quantity and quality of the work of the future
employee. Therefore, employees unable to realize the quantity and quality of
the expected work can make the company lose money, time, and cause some
difficulties. Moreover, personnel selection is a thorough process, because
choosing the wrong person or placing someone in an inappropriate position
can lead to efforts and additional time for the employee who could use his or
her best experience in another position.
The selection methods are the multiple paths we use in order to choose from a
larger number of candidates those who meet the requirements of the positions
they want to take. The selection process may be longer or shorter. In cases
where the person who proves that he/she possesses the qualities
corresponding to the job fulfillment is found, the number of stages is reduced,
and a decision is taken immediately after the first interview.

SELECTION PROCESS STAGES depends on:

- the size and profile of the company;
- the nature of the positions to be taken;
- the number of people to be selected;
- the pressure of external factors, such as time;

After analyzing the resumes, the letters of intent, and identifying the optimal
candidates for the vacant positions, the selection steps we follow are:
phone interviews, face-to-face with potential employees;
verifying the recommendations, should they exist;
selection of candidates;
drawing up the long list, then the short list of potential employees;
 psychological, professional, personality tests, skills, personal
predispositions, etc .;
interview with the employer;
support in making a decision to hire a candidate based on our
expertise;
we monitor for three months the way of integration/adaptation of
our proposed candidates;
we propose other candidates if within three months the employee
does not adapt to the job offered;

RECRUITMENT FIELDS
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RECRUITMENT FIELDS

Top Management Human Resources

Headhunting Projects, General Human Resources Inspector,
Managers Recruitment Manager

Medical
Doctors of various specialties,
medical assistants, stretcher
bearers, auxiliary personnel,
nurses, sick or old carers,
medical equipment
maintenance engineers.
Tourism&Accomodation
Chefs, Bartenders, Waiters,
Waiters assistants, Barman
assistants, Maids, Cleaning Staff,
Hall Chief, Restaurant Chief,
Confectioners

IT Transport and Logistics

Web developers, sql, .net, C #, Warehouse Worker,
Java, Network Engineer, Merchandise Handlers, Packers,
Business Analyst, Web
Designers, Graphic Designers,
Process Analysts, Social Media,
SEO Specialists, Game Testers,
Soft Testers
Engineers
Engineers Designers,
Environmental Engineers,
Service Technicians,
Construction Engineers
Financial - Accounting
Billing Operator, Junior and
Senior Accountant, Financial
Controller, Economist, Financial
Analyst, Financial Manager,
Chief Financial Officer,
Procurement - Acquisition
Operator, Purchasing Specialist,
Procurement Specialist,
Reporting Assistant
Construction
Qualified/unqualified workers:
masons, welders, locksmiths,
carpenters, electricians,
plumbers, blacksmiths,
carpenters, concreters, craners,
flooring installers, floorers
Forklifts, Production Manager,
Logistics Manager, Call Center,
Customer Advisor, Commercial
Worker, Cashier, Secretariat,
Assistant Manager,
Administrative Staff, Sales
Manager, Medical
Representative, Key Account
Manager, Sales Manager,
Drivers B, C, D, E, Transport
Manager, Dispatchers
Marketing
Marketing Specialist, Brand
Specialist, Brand Manager,
Marketing Manager
Production
Manufacturing Operators, Line
Operator
Agriculture
Unskilled workers, tractor
drivers, dumper drivers