Recruitment and Personnel Selection Flowchart

Process Flowchart Activity Responsible user

1. Receives from the unit 1. Resource Manager

applicant, the “Personnel Human/Human Resources
Requisition” form (GRH-RHFO- Analyst.
START 001) with the requisition data.

2. Check the position profile

vacancy and proceeds to 2. Resource Manager
1 Receive by the requesting unit, he
Requisition evaluate and determine: a) If Human/Human Resources
Format of 4------- of personal
there is an internal candidate to Analyst
“Personnel Requisition” with the
requisition data cover the requirement. b)
External recruitment.

2 3. Activate procedure
Verify the profile of the vacant
position and proceed to evaluate and “Personnel Promotion and 3. Resource Manager
determine if there is internal talent Transfer” (GRH-RHPR-003) in Humans.
for cover case there is an internal
he
candidate, otherwise continue
with the procedure.
3
Activate procedure of
Exists?
“Personnel Promotion and Transfer”
4. View and select in
YEAH external sources those eligible
NO who meet the profile of the 4. Specialist
Yo 1 vacant position and notify the Recruitment and selection.
4 View and select from external
sources those eligible that meet the
TO Human Resources Manager for
profile of the vacant position preselection.

5. Make telephone contact

with the selected eligibles and
5 Make telephone contact with the carries out a preliminary
selected eligible and carry out
telephone interview using the 5. Specialist
interview preliminary
telephone “Preliminary Telephone Recruitment and selection.
Interview” format (GRH-RHFO-
002) in order to know the
6 Carry out the verification of current working conditions of
employment references using the the candidate and requests
format (GRH-RHFO-004), if the
data for the verification of
references are not favorable, the
talent is discarded from the process.
employment references
Yeah are favorable, (telephone numbers, name
the process continues direct boss, etc.).

6. Perform verification of the

& labor references using the
format (GRH-RHFO-004), if the 6. Specialist
references are not favorable, Recruitment and selection.
the candidate is discarded from
the process, if they are
favorable, the process
continues.

Process Flowchart Activity Responsible user

 Process Flowchart Activity Responsible user

14. Notify the candidate by telephone

& that ha been selected,
indicating the date of entry and
14. Specialist of
the Recruitment and selection.

7. Receives the potential 7. Recruitment and Selection

talent and proceeds to Specialist / Resource Analyst.
carry out the personal
interview in order to assess 8. Human Resources Manager /
human competencies. Human Resources Analyst /
Recruitment and Selection
8. Choose thetalents that Specialist.
during the interview
personnel adjusted to the
profile of the post
9. Recruitment and Selection
vacant, and Specialist.
informally notifies he
package of benefits
labor.

9. Carry out the process of

applying psychotechnical 10. Specialist of
tests, and according to the Recruitment and selection.
results, select the talents
that best fit the position
profile.

10. Inform the applicant area of

the results of the tests; if 11. Resource Manager
they meet the profile, the Human / Human Resources
technical interview process Analyst / Specialist of
continues; otherwise, the Recruitment and Selection /
candidate is discarded. Requesting Unit Manager.
12. Specialist of
11. Coordinate with the Recruitment and Selection /
Applicant Unit the day, date Applicant Unit Manager.
and time to conduct a
technical interview with the 13. Specialist of
preselected candidates. Recruitment and Selection /
Occupational Health and Safety
12. Receives the talents Specialist
selected

according to
programming and conducts
technical interview.

13. Select the candidates who,

during the technical
interview, fit the profile of
the vacant position. And
the Human Resources
Analyst inform to
the
Health and Safety Analyst
Labor
the
candidates selected
to carry out the evaluation

14 Receive the results of medical examinations. If you are physically fit, indicate the date on which you will begin.
 documents to be submitted.

Process Flowchart Activity Responsible user

 1. Receives from the requesting 1. Manager of
unit the “Personnel Resources
Requisition” form (GRH-RHFO- Human/Analyst of
001) with the requisition data. Human Resources.
1
2. Check the profileof the post
vacant and proceeds to 2. Manager of
evaluate and determine: to) Resources
Yeah exists Human/Analyst of
internal candidate to fill the Human Resources
2
request. b)
External recruitment.
3. Activate the “Personnel 3. Manager of
Promotion and Transfer” Humans. Resources
procedure (GRH-RHPR- 003) in
case there is an internal
candidate, otherwise continue
with the procedure.
4. View and select in
external sources those eligible
4 who meet the profile of the
vacant position and notify the 4. Recruitment Specialist
and Personnel selection.
Human Resources Manager for
preselection.
5. Make telephone contact
5 with the selected eligibles and
conducts a preliminary
telephone interview using the 5. Recruitment Specialist
“Preliminary Telephone and Personnel selection.
Interview” format (GRH-RHFO-
6 002) with in order to
know the
current working conditions of
the candidate and requests
data for reference verification
labor
(telephone numbers, name of
direct boss, etc.).
6. Perform reference checkslabor
Using the format (GRH-RHFO-
004), if the references are not 6. Recruitment Specialist
favorable, the candidate is and Personnel selection.
discarded from the process, if
they are favorable, the process
continues.

Process Flowchart Activity Responsible user

7. contact possible talents 7. Recruitment and Selection

preselected by Specialist.
the
interviewtelephone and guideline
Check the pre-selected candidates through interview selection with
the telephone interview and schedule them human Resources. 8. Human Resources Manager /
for a selection interview with the 8. Receive the possible talent and
Human Resources Guarantee

Receive the possible talent and proceed to carry

out the selection interview in order to assess
human competencies
 proceeds to carry out the Human Resources Analyst /
selection interview, using the Recruitment and Selection
GRH-RHFO-003 “Selection Specialist.
Interview” format.
9. Choose the talents that 9. Recruitment and Selection
during the interview of Specialist.
selection were adjusted to the
profile of the vacant position and
are scheduled for application of
projective and psychometric tests
10. Projective and psychometric tests 10. Specialist of
are applied, and they are Recruitment and selection of
delivered to the Psychologist personal / Psychologist Specialist.
specialist for evaluation.
11. Contact potential talents they 11. Specialist of
surpassed the test Recruitment and selection of
projective and psychometric, and personal / Psychologist Specialist.
personal interview guidelines with
the Psychologist.
12. Select the talent that was suitable 12. Management of
in the psychological evaluation Resources
and coordinate the day, date and Humans / Specialist of
time for the interview technique Recruitment and selection of
with the requesting staff/Management.
requesting management.
13. The talent is selected that, during
the previous interviews, best 13. Human Resources Management /
suited the profile of the vacant Recruitment and Selection
position. Specialist.
14. Request to the
14. Recruitment and Selection
department of
Specialist of staff /
Security and Health Labor
Occupational Health and Safety
to coordinate
Specialist.
assessment medical
Occupational of the possible
talents.

Process Flowchart Activity Responsible user

Yes 15. Contact and notify the preselected

candidate by telephone of the 15. Recruitment and Selection
day, date and time for Specialist of staff /
Occupational medical evaluation. Occupational Health and Safety
Specialist.

15 Contact preselected candidates and

16. Receives he report of the
schedule the day, date and time for
Occupational medical evaluation
of potential talents that were 16. Occupational Health and Safety
occupational medical evaluation.

evaluated and notifies interested Specialist.

parties.

17. Send via email and/or telephone

16 Receive the medical-occupational evaluation about the offer
report of the potential talents evaluated employment to candidates who 17. Recruitment and Selection
are suitable for cover the Specialist.

1
Send via email 0 inform via telephone the job offer to candidates who are suitable to fill the vacancy.
7
 vacant.

18. Present shortlist to the requesting

management of the 18. Recruitment and Selection
talents Specialist.
humans that they
turned out
selected to fill the vacancy.

19. Contact the human talent that was 19. Human Resources Management /
selected to fill the vacancy and Recruitment and Selection
schedule the day, date and time. Specialist
of his income to the
organization.