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Universidad Del Valle De México
Irving Isaac Sandoval Chávez
Human Resources Management
Glion V Semester
Professor Rodrigo Rodríguez

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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.

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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.

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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

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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

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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