SELECT CANDIDATES TO PERFORM THE

JOB TITLES AND ROLES OF

AGREEMENT WITH PROFILES, POLICIES, STANDARDS
CURRENT LEGAL AND PROCEDURES OF THE
ORGANIZATION.

Learning Guide No. 3

Flowchart of the pre-selection process

Sena Chía Agro-Enterprise Development Center

Technological specialization in human talent management - By competencies
CANDIDATE PRESELECTION PROCESS

The pre-selection process is defined within the functions of the Human Management area.
Its purpose is to incorporate individuals with high competence in the different areas of
work. Marks the starting point in the search for candidates to fill a specific role
position. It involves capturing the largest number of candidates in order to apply the filters that
allow to choose the candidates that best fit the profile of the vacant position. The
responsibility lies with the Human Management area. An important part of this responsibility is
keep the database updated and generate a bank of resumes that allows for
coverage of vacancies during periods of high turnover, during restructuring processes or
in moments of high vacancy.
Pre-selection policies
Establish the moment when the areas must request coverage of the vacancy
and that the profile of the position to be filled is in accordance with the Functions Manual.
Competencies, MFPC.
Establish the type of recruitment that will be used, that is, external or mixed.
Also define which organizational policy to use regarding promotion processes.
and career plans.
Establish minimum requirements that all candidates must meet
The procedures for the reception process must be clearly explained.
of candidates.
5. Consider the organization's position regarding employing people with
certain degree of consanguinity or civil affinity.
6. Clear guidelines on the minimum requirements that will be considered in the
resumes to move to the selection stage
7. The role of the head of the area to which is to be clearly stipulated.
the vacancy corresponds to the study of resumes and selection of the
candidates.
8. Clear guidelines on how to proceed when it comes to a candidate
internal
9. Steps of the pre-selection, selection, connection, and induction process
responsible for each stage.
10. Specify the sources of recruitment for filling the positions
11. Clearly outline the rules for internal promotion and the minimum requirements.
to comply by the people who belong to the company.
12. Determine if the position to be filled is part of any career path.
13. Define minimum times to present for internal processes and the validity that
they will have the selection and promotion processes.
 14. Take into account the organization's rules for receiving referred resumes
for employees.
15. Take into account the employee re-entry rules, according to their reasons.
of retirement and the time they spent outside the organization.

IMPORTANT

There are some recruitment methods that are better than others and cannot be overlooked.
given that the success of recruitment largely depends on organizational policies and
the legal aspects of the region in which the organization is located. Today it is essential
that this recruitment should be competency-based, since this approach:

Attract competent people for the position.

It supplies the selection process with candidates who also possess
necessary competencies for the organization.
It allows to quickly attract candidates with such competencies.
People connected through competency-based recruitment,
they will have greater growth and development within the organization.

Recruitment sources are the areas where

qualified candidates are evaluated. The methods
Recruitment is the specific means that are
they use to attract potential employees towards
the company.

Recruitment not only involves posting that there is a vacancy in the organization. It is
It is important to keep in mind that recruitment must be consistent with the plans.
strategic of the company.

FLOWCHART PRESELECTION PROCESS

The flowchart that we are going to visualize allows us to follow a procedure by pre-selecting.
candidates when there is a vacancy, as it is an essential element to achieve the objective and
obtain the suitable personnel to fill that vacancy and thus the company will be able to
select those candidates whose qualities best match the descriptions of
the positions.
 Start
Format of
Need to cover Request for requisition of
a vacancy personal personal

Review and/or creation

of policies of Verification of
No End of
preselection budget process

Yes

Review of the
description of the
position

Information gathering of
required profile; Identification
of the position (MFPC)

Preparation of base of
Type of Internal call Analysis of data of the
search (publication of resumes organization
vacant)

Citation to candidates who

meet the profile for
External the application for the position

Start of
process of Interview
Yes preliminary
Basic food Advertising promotion or
datos de la organización promotion

No
Classification of leaves
Collection of
life that meets the profile
resumes Send email or letter of
appreciation for
Citation to candidates who meet with participate in the call
the profile for the application for the position

Nutrition
Verification Interview base of
If No
of references preliminary data of the
organization

Preselect
Inform the area candidates
applicant
End of the process