SELECTION PROCESSES: RECRUITMENT, AN OPPORTUNITY.

PROFESSIONAL PRACTICE PROJECT II

INTERASEO S.A.S E.S.P

DAYANA MARCELA RODRIGUEZ GONGORA

ADVISOR. FRANCY YAMILE TATAR GARNICA

FACULTY OF PSYCHOLOGY

UNIVERSITY FOUNDATION LOS LIBERTADORES

ROTATION DATE: February 3 to May 30, 2018

 Professional Internship Project II 2

INDEX

INTRODUCTION................................................................................................................................................... 4
JUSTIFICATION5
Objectives..................................................................................................................................................................... 6
Objetivo General:................................................................................................................................................. 6
Specific Objectives:........................................................................................................................................ 6
THEORETICAL FRAMEWORK................................................................................................................................................ 7

METHODOLOGY.................................................................................................................................................. 32
Population:32
Techniques32
Instruments:32
RESULTS33
CONCLUSIONS................................................................................................................................................. 34
RECOMMENDATIONS35
REFERENCES36
ANNEXES40
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INTRODUCTION

JUSTIFICATION

People are the main asset of any organization or company. They only
they can contribute to the growth, continuity, and projection of it as long as they do so
manages efficiently and effectively everything related to its human resources. Among
other things compromise the ability to apprehend and integrate suitable human resources for
carry out activities aimed at achieving organizational objectives and goals.
as a consequence, it is fundamentally essential to correctly succeed in the development of processes
recruitment, selection and induction of personnel.

Aiming in that direction, the completion of this research would allow for the analysis of the
recruitment, selection, and induction processes of the company's internal staff
INTERASEO, and its results, conclusions, and recommendations, which could be
exploited by those in charge of the company's coordination to improve some
aspects detected in those processes. By conceiving it this way, benefits could be achieved for
the people who are recruited and who as candidates, join the company, do not only
it would validate their adjustment to the position, but rather their integration into the company.
 Professional Internship Project II 4

Objectives

General Objective:
Analyze the mechanisms of the application of psychotechnical tests on candidates in
selection process of the company Interaseo S.A.S.E.S.P. in order to have clear criteria in
its applicability and evaluation.

Specific Objectives:

Review the selection process, taking into account the application procedure.
of the psychometric tests for the selected candidates in the company in order to
to verify the skills for the required position.

Apply psychometric tests to each selected candidate to gather

information at the cognitive and analytical level, which will allow for the generation of an instrument that

be agile and truthful in the selection process and its results.

- Tabulate and analyze the results obtained in the psychometric tests applied to
the selected candidates.
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THEORETICAL FRAMEWORK

In the following section, the theoretical information regarding the topic will be presented.

related to the recruitment and selection processes within organizational psychology

of the entity INTERASEO S.A.S E.S.P.

When one wants to identify certain 'basic components' that allow a person
perform correctly within an organization, they determine the potential of
performance that a candidate can achieve within an entity: competencies, personality,
cognitive ability, occupational interests and values, and they are also the activities for which
you feel attracted and wish to do.

The Wartegg test (Alles, M. 2006) is a projective psychological test that allows
to know some aspects of the candidate's personality, as well as their position regarding the world,
interpersonal relationships, moods and preferences. This type of test does not measure
artistic aptitudes and consists of 8 or 16 fields, each with a different stimulus for the
aspirant make a free drawing, from the easiest part of the picture to the most difficult and mark this
order.

It is a simple, short test that is easy to apply and interpret. However, it is

Subjective, it does not have absolute truth and only measures certain traits of personality.
Traditionally, drawing has been a tool with which people project something of themselves.
themselves, of their emotional and psychological situation, this serves to observe if there is any factor of

disorder or disease. As they are situational evaluations, they will always depend on the state
mood of the candidate on the day he presents it. Wartegg has become an icon of the
projective selection tests by their format and types of response.

The Work Motivation Questionnaire (CMT), Salas A. R. 1996, is a

psychological instrument designed to identify and objectively assess fifteen (15) factors of
motivation, it can be applied to adolescents and adults with a minimum level of four
 Professional Practice Project II 6

años de bachillerato o educación secundaria .El tiempo estimado para la aplicación de este
The questionnaire lasts from twenty (20) to thirty-five (35) minutes. The aforementioned questionnaire consists of three

(3) parts. The first of them is made up of five (5) items, and each item of the group is
represented by a motivation factor, with which the Conditions are determined
Internal Motivations, those of an intrinsic nature, through five (5) factors: Achievement,
Power, Affiliation, Self-actualization, and Recognition.

The second part also contains five (5) groups with five (5) items each group; it
designed with the intention of forming a motivational profile by determining:

Preferred Means to Obtain Desired Rewards at Work, represented by

five (5) factors: Dedication to the Task, Acceptance of Authority, Acceptance of Norms and
Values, Requisition and Expectation.

The third and final part of the questionnaire consists of another twenty-five (25) items.
distributed in the same way as in the previous parts and provides an incentive profile
valued by the person, that is, their External Motivational Conditions, represented in
five (5) factors: Supervision, Work Group, Job Content, Salary, and Promotion.
In short, the Work Motivation Questionnaire (CMT) consists of 75 items that in
The set represents 15 motivational factors. The items are represented in groups of
five and each one operationalizes a factor of motivation.

The examined person must arrange the items of each group according to the
importance that is attributed to them, seen as a whole and in relation to one another
others; according to the selection made by the examined, who must attribute or assign a
a determined value to each item, between five (5) and one (1) point, to indicate the greater or lesser
importance that they assign respectively. This mechanism of forced ordering entails,
for the examined, in each group of items, to resolve a conflict of interest and valuation,
making it possible to identify real personal priorities. Without the demand of
Forced ranking of social desirability, normal, of the items would significantly hinder.
obtain an ordering of the factors; in this sense, this type of ordering leads to
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the value that a person grants or assigns to one factor must be deducted from another, this allows us to
to infer that the highest values recorded in a certain motivational profile reveal
the highest values, interests, and preferences of the examined, without this meaning that
the other factors and their respective values are rejected or disregarded by the examinee.

Valanti Test: According to Octavio Escobar. 2001 Scientific psychology, it is an instrument

systematized psychological that offers you the opportunity to predict the scale of values of the
evaluated individuals. Its purpose is to measure the priority, within a scale of
values, gives rise to a series of items. Measures the judgment in a situation that is presented to it,
from the duty to be. Having to make a forced choice leads the person to choose the
priority values for her and tries to show the belief system that supports her position
value

The test evaluates 5 value areas: intellectual level thinking with the truth, physical level
act with righteousness, service-oriented spiritual level, intuitive psychic level, and emotional level feeling in

peace.

The VALANTI Test is aimed at evaluating individuals with a minimum educational level.
eighth grade. The questionnaire includes instructions for its completion. It is
It is important to ensure that the subject understands that only the ...
item pairs with 3-0, 0-3, 2-1 or 1-2. Although there is no time limit, the time required for it
The resolution is an average of 15 minutes. It is necessary for all questions to be answered.
for a correct interpretation.

It consists of two parts, where: The first evaluates values. The second evaluates anti-values.
The grading is done in a systematic manner, using the Excel program which is part of
from the test. One can survey the reasons for the choices made in each of the items, which
that provides valuable qualitative information. It allows for comparison of the value profile with the
values of the organization.

Profiling
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According to the selection profile for the vacant position, which establishes the
required conditions that candidates must meet to join the company.

Recruitment

Based on the profile, the search for candidates begins through different channels.
(depending on the profile, the company decides which means to use).

Psychometric tests

Tests allow us to evaluate behavior, personality, intelligence, values,

skills, competencies, specific knowledge, among others.

Interviews

The personnel who are deemed to have passed the psychometric tests are summoned to
individual psychological interview in person, to confront the results of the
testing and exploring different aspects of personal, family, social, academic, and work life
of competencies.

Many authors respond to the previous questions from a perspective

rationalist. Among them is Frederick Taylor (1947). In his ideas, one can discern the
intentionality of efficiency characteristic of economic rationality; it establishes the parameters
what should be taken into account for the systematic selection and classification of workers
based on studies of human fatigue. There are the first outlines of what
Today it is known in human management as job profile design or analysis. The jobs
Meticulous studies about fatigue established how the body has to adapt to work.
that fulfills, in addition to the characteristics that the worker's body requires for purposes
of efficiency in their workplace; all their methods are justified based on suitability
of the "right man in the right place" (Taylor, 1947). The Frenchman Henry Fayol (1979) takes up
y amplía los planteamientos de Taylor. Este autor se ocupa de enunciar y caracterizar cinco
operations classes in the company: financial, commercial, technical, security operation and
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the administrative. The security includes assets and people; it contains the
origins of Human Management, under which the selection subprocess is implemented
personal.

For his part, the administrative, perceived as the most important, has, according to Fayol, five
relevant functions: forecasting, organization, direction, coordination, and control. Fayol
specifically states that these five must prevail or be included in all operations
functions. As far as selection is concerned, it emphasizes the need to
classify, train, and place the personnel considering their skills and needs
position to be occupied.

Job description and analysis

The activity of job description and analysis, also known as design or

Profile lifting involves recording in pre-established formats by the
organization (all of them similar from one company to another, especially due to the
norms of ISO 9000) what the proposed position must understand, in terms of
tasks, responsibilities and functions. The job description includes intrinsic aspects such as the
job title, its position in the company's organizational chart (level, subordination,
supervision) and the corresponding content (daily, weekly, monthly, annual tasks,
sporadic.

Extrinsic aspects correspond to intellectual requirements (basic education,

necessary experience, initiative and skills), the physical requirements (necessary effort,
concentration, physical constitution), the responsibilities (for supervision of personnel, for
materials and equipment, by methods and processes, by money, by documents, by information
confidential, for the safety of third parties) and the working conditions (work environment, risks
inherent to it). Regarding the importance of making an appropriate description and
job analysis, Werther and Davis (2008, 119) believe that 'achieving a high standard of living
Labor requires that the positions are well designed. The effective design of positions
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it involves finding a balance point between efficiency and the elements

behavioral.

This mechanism for characterizing candidates is of particular importance in

the selection process, despite being quite criticized for its subjective and little
"scientific" that behaves.

From organizations is a "mandatory" step and, in some cases, it becomes the

tool that defines or determines the final decision of the selection. The interviews can be
["closed or structured","semi-open or semi-structured","unstructured or open"]
Everything (1999) presents the competency-based interview as a way to obtain information.
broad and detailed about the interviewees; establishes the way in which it should be conducted
critical incident interview, in such a way that it takes into account the smallest details at the time
to establish contact with the candidates involved: from the entry into the company (if the
it takes place inside of this one) or at the agreed site, if it occurs outside of it.

This author also proposes possible questions, depending on what one wants to investigate.
It is said that the interview is one of the decisive tools when making a decision.
about who will hold the position in the organization. For this reason, their work is quite consulted.
by those responsible for the selection of human resources.

Psychotechnical and simulation tests appear in the selection scene of

personnel as the most debated element, due to the ethical implications they entail
application and its interpretation. These tests consist of questionnaires that contain questions
closed with limited options and in which one must choose one of the possible options. In
In some cases, its design makes use of technology, so that its analysis can be carried out in
start from computer programs with special software. The candidate's profile is obtained,
so, based on the information provided by the technological tool, excluding thereby
the need to interpret the questionnaire and putting the clinical tool within everyone's reach,
expert and novice.
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The inclusion of these tests in personnel selection is supported by various

reasons, among them those put forward by Rodríguez (2007, 157): "[…] the tests allow for
recruiter to obtain relatively objective information, which they can compare with that of others
candidates and that of the current workers [...] Psychological tests allow determining the
personality." There are several types of psychometric tests. Some of the most commonly used are the
16 PF12 and the WAIS intelligence test, in addition to others that consist of type tests.
questionnaire, in which questions are asked designed to establish the skills or
candidates' competencies in verbal, non-verbal, and numerical reasoning; in motor skills,
skills and abilities; motor, sensory, and creative, among others.

The personnel selection procedures aim to evaluate the

characteristics and circumstances of candidates for a job position to choose from
multitude, to the person who best fits the professional profile that the company needs to cover.
said position. At this point, it is important to highlight that the best candidate is not usually chosen in
absolute terms, but to the one that best and most closely matches the characteristics of the requested position.

Martha Alles talks about the selection process based on competency-based interviews. “A
competence is an underlying characteristic of an individual, casually related to a
standard of effectiveness and/or superior performance in a specific task or situation
(Alles, 2009, p.51).

It is essential to define the profile in order to recruit the right person.

necessary moment. In general terms, the word profile is used to designate those traits
particular traits that characterize a person, and make them the right one to fulfill a
a certain position in comparison to another. Within the necessary information to be collected from
a profile, we will find objective data such as studies or special knowledge that
they require for a specific position, previous work experience, age, and on the other hand, what
it becomes more complex and at the same time decisive of the profile.

Once the desired profile has been defined and understood, the search should be planned, this
it implies being able to design a different strategy, depending on the complexity of each profile. The
interview is presented as a key tool within the selection process, in which
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It is essential to be able to clearly formulate the questions, as it is the most important instance.
influence at the time of deciding on the linkage or not of the candidate. It is not decisive,
but it determines whether the candidate continues with the process or not. One of the ways to detect if the
The candidate will continue or not with the process, is through the psychotechnical exams. There are
different variations when it comes to the inclusion of this exam within the selection process. One
Once the top 3 profiles are detected, a finalists folder is created and presented to the line,
who will ultimately decide on one of the candidates through an interview (Alles, 2009).

The last step, according to Martha Alles, is induction. It is the instance in which
incorporates the new employee into the company and presents them in detail, providing information
previously established by company policies, such as the organizational chart, clients,
"production, mission, vision" (Alles, 2009, p.155) considers it appropriate to apply the exam.
psychotechnical once the corresponding interviews have been conducted, while other times, the
the same are carried out during the same interview, or prior to it. Another of the
more critical variants to consider relate to the completion of the psychometric exam. The
two major alternatives are to manage it internally, and for this, it will be necessary to have the
qualified personnel, that is, professionally able to carry out these tests. Or by the
opposite, outsource them, and assign this task to a consulting firm that specializes in this type of
exams.

It is important to note that the consultant's work ends when the delivery is made.
from a report. Andrés Blanco (2006) defines a system by classification in which it is established
three groups, the 'clearly suitable', 'doubtful', 'clearly unsuitable'. Once completed the
classification calls for the 'clearly fit', discards the 'unfit', and retains the
group of "doubtfuls" based on the circumstances of the selection with the first ones.

Within the business environment, psychometric tests are used for

different ways, depending on various variables. It is necessary to be able to take different
tests, since they allow for an analysis of recurrences and convergences, which grants
greater reliability to the diagnostic hypotheses. The first thing to observe to determine what
Test battery will be used, it is the job description. It will include information.
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relevant, indicating what behaviors and competencies the person occupying it should employ, and
to what degree each of them should be developed. (Murillo Chicapar, 2006)

It will also depend to a large extent on the sector in which the company specializes, it is
It will be different the exam that will take place in an aerospace company, where
The exams will be much more thorough, and the goal is to rule out more pathologies.
serious, that in a company where most positions are administrative. While
through the taking of these examinations, the aim is to rule out pathologies, the main objective that
they pursue is to evaluate what personality traits the candidate has regarding the
pressure tolerance, adaptability to change, responses in crisis situations, maturity and
motivation, emotional stability, etc. (Murillo Chicapar, 2006)

Another decision to be made by the company is related to making this

extensive examination of the entire staff, or having a defined criterion to see which part of the
personal will be applied. That is, to decide whether it will be done for hierarchical positions that handle

personal, or only for operators, etc. (Blanco, 2006)

Chiavenato (2000, cited by Naranjo, 2012, p. 86) mentions that "the process of
selection is not an end in itself, [but] a means for the organization to achieve its
objectives"; consequently, it can be understood that the selection process is part of the
methodology by which each organization achieves its goals; in support of this achievement, it
makes essential the role played by human resource management and the processes of
selection, where man, according to Zayas (2010), becomes a strategic factor and plus
competitive against other organizations; argues that business success will be determined
to the extent that there is capable personnel who have high levels of motivation towards the
work.

Therefore, consider that the implementation and adaptation of a selection process

according to the company's requirements and the needs of each position that determine the
the characteristics of workers are vital when it comes to achieving high levels of competitiveness,
effectiveness, productivity, and satisfaction.
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Among the studies is that of Corral (2007), which proposes how the
organizations see people as their main differentiator, but certainly, not.
They are hitting the mark in getting the right personnel to surpass the competition. The
The author emphasizes that the biggest challenge for contemporary organizations lies in identifying
people who can improve their performance over time, determining their talent
current and its developable talent. It expresses that "an effective recruitment and selection process is
key to success in business. Business strategies are implemented by people. Without
The right talent is hardly able to lead an organization towards the intended mission.
For this reason, the failure to achieve organizational objectives, or their
compliance is directly conditioned by the human capital available to the
company, as it is the strategic force that guides an organization towards success. According to Corral,
the selection of people refers to the set of activities aimed at gathering
of relevant data, information exchange, and subsequent evaluation of suitability of
the candidates aspiring for the positions to be filled" (p. 3).

The Official College of Psychologists of Madrid (2011) states that, once expressed
formally the need or requirement for personnel, a request is made to the
mechanism that corresponds, which can be external or internal, in this case the Department of
Human Resources of the company. Once the profile, its functions, tasks are clear,
responsibilities to be performed and the characteristics required by the organization, it will be possible to give

beginning the second stage: recruitment. Ruano (2014) refers to the recruitment process
It is a process through which the company is responsible for attracting qualified candidates with the
suitable profile for the vacant positions. It states that the number of candidates must be
enough for the following subprocesses to choose the most suitable ones. Those
Subprocesses or phases following recruitment are directly linked to the quality of it.
First stage, as good recruitment increases the likelihood of selecting the candidate.
successfully.

Bonache and Cabrera (2005, cited by Ruano, 2014) argue that there are two types of
recruitment: internal recruitment, and external, or both, according to the Official College of
 Professional Internship Project II 15

Psychologists from Madrid (2011), depending directly on the sources that will be implemented for
attract candidates who are initially deemed suitable to participate in the process of
selection.

Once recruitment has been completed, the selection process will proceed with
Yes; it begins with a design phase, based on the requirements of the position, which will allow
list the criteria, the skills to be evaluated, and the techniques to be used for this purpose.
Éste es el momento en donde se aplica las pruebas psicotécnicas y se genera el debido informe
of the results, which must also contain key information about the candidate, observations and
some recommendations for the position I might occupy. According to Corral (2007), the
Recruitment begins as a result of the vacancies that may arise from the needs of
company growth or professional outflow, leading to the development of the phases
next steps of the selection process.

Corral has established seven phases of the selection process: analyze needs, generate
applications (recruitment), filter candidates, evaluate them, decide among finalists, hire, and
welcome and integrate. For each phase it is possible to choose one or several tools or techniques that serve
to support the professionals responsible for the selection process, among whom is
the Curriculum vitae, psychotechnical tests, group dynamics, professional exams,
verificación de referencias, y evaluación médica.

Chiavenato (2001) details some aspects of the techniques used in the process of
selection: interviews, which can be directed or not; knowledge tests,
formulated in a general or specific manner; psychometric tests, applied depending on the
factor that is intended to be measured, whether attitudinal or personality, and also, it is possible to design
simulation techniques such as dramatization or role-playing. Upon completing the previous phases of
selection process, would follow, according to the Official College of Psychologists of Madrid (2011) the stage

of control in which the effectiveness, utility, and efficiency of it will be analyzed, which will allow
continuously improve the selection processes.
 Professional Internship Project II 16

However, it is relevant to know and be guided by the deontological parameters and

established ethics for the selection process in each state; this will ensure integrity and
transparency in its development. Lievens (1984) mentions some important points that not
it can be omitted when recruiting candidates, and it states that only inquiries should be made about
explicitly professional information. The candidate will be informed of the objective of each medium
or selection tool used; for example, psychometric tests. A good
Instruction reduces the risk of the candidate increasing their reserves and suspicions.

TEST FOR STAFF SELECTION

The psychological work evaluation is a process that takes place in a certain

time and space in which a relationship is established between the interviewee, the psychologist and the
company. This constitutes one of the richest resources directed towards knowledge and evaluation
of the applicants, being able to provide information about strengths, skills, and resources
personal, emphasizing the understanding of each data in relation to the job profile.

WORK PSYCHOLOGICAL EVALUATION TEST

It is important to choose among the psychological assessments for effective Labor Psychological Evaluation.

different techniques; those that allow us to diagnose, inform, and predict behavior of the
applicant based on their performance for the position. The tests always have a purpose.
prospective. Through the application of tests, we try to predict future behavior.
of a person, interpreting and extrapolating the results achieved in them.

What is recruitment?

Valero and Fernández Acebo (2010) echoing the words of Aguirre, Andrés,
Rodríguez and Tous (2000) define recruitment as 'the set of procedures for
what a organization is worth to locate, contact and attract a certain number of
candidates capable of meeting the demands set by the company and potentially
 Professional Internship Project II 17

qualified to take positions within it, in a reasonable time frame, and convince them that
be willing to undergo selection tests in order to determine if they are the type of
wanted collaborators.

This means that in recruitment, it is essential to attract the highest number of candidates.

possible, which must meet a professional profile as well as certain values and competencies
in line with corporate culture and, in addition, they must feel attracted to the idea of forming
part of that organization, in this sense the reputation and image will play a fundamental role
from the company, the compensation policies and social benefits, among others, that it may
contribute. Martín (2008) states that it is a dynamic, flexible, and innovative action that requires
greater mobility since it is about going to fetch, instead of waiting to receive.

It is important to differentiate within the process of incorporating human resources into the
organization, the recruitment phase of the selection phase, since recruitment is the phase
previous, in which recruiters draw from various types and sources a number
enough candidates interested in filling the vacant position or positions in the organization. Without the
the recruitment phase would make it impossible to carry out the selection phase as it would be difficult to
can you select someone when there are no candidates to choose from (Martín, 2008). The
carrying out a successful and guaranteed selection process will largely depend on the
made to carry out this recruitment phase correctly and effectively.

When it comes to filling a vacancy with people outside the organization, these
candidates may find themselves well in other organizations or may be available in the
labor market and are attracted by the recruitment techniques applied (Valero, 2010).
These candidates that are being recruited can be active when they are immersed in a
active job search and show their interest in the offer provided by the public company, or
they can be passive, those who are not actively seeking employment, however, the
organization tries to contact them, attempting to make them feel attracted to the position and the
benefits it can bring to them.

Personnel Selection
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Process by which the right person is chosen for the right position, it seeks
the balance put person. The objective of personnel selection is to fill a vacancy in the
organization with the right candidate. In the referenced framework described, the Selection of
Personal acquires great relevance, given that it is the ordered and sequential procedure whose
The objective is to fill the job positions of labor organizations. A popular saying states
that 'Selection is the choice of the right individual for the right position.

In the broadest sense, choosing among the recruited candidates those most suited to,
occupy the existing positions in the company, trying to maintain and increase efficiency and the
performance of the staff, as well as the effectiveness of the organization" In this way, the choice
It seeks to solve two fundamental problems: the suitability of the person for the position and efficiency.
of the man in charge" (Chiavenato, 2000). Selection involves choosing for hiring a
a subset of workers from a total set (population) of available people in
any moment; therefore, efficient selection is not a random process.
since the chosen ones are selected under the assumption that they have greater probabilities
to be more efficient than those eliminated.

The psychologist's task in personnel selection is to ensure that it

assumption may really be valid, as a result of the use of instruments and procedures
scientists and objectives, instead of subjective and biased judgments (Blum, 1981). According to Cohen
(l981) The selection essentially consists of comparing the skills and possibilities of
candidate with the requirements of the position. So, in the Selection of Personnel lies the
concept of balance between the demands of the position, the potentials and characteristics of the
person.

The coverage of job positions should be carried out ensuring that they are
occupied by personnel who possess the characteristics and requirements demanded by it and
comply with the policies established by the company. Without undermining the above, it is important
highlighting the possibility of personal and professional fulfillment for the applicant who will benefit
in the selection process, if the position gives you the opportunity to apply your knowledge, your
creativity and adapts to their personal traits (Villa Stein, 1977).
 Professional Internship Project II 19

STAGES OF THE RECRUITMENT PROCESS

The stages of the selection process depend on the variables of each case in
particular

PLANNING STAGE OF THE SELECTION PROCESS

PERSONAL. It corresponds to the establishment of objectives, plans, and execution of
job analysis, gathering or reviewing of profiles, determination of the
test batteries to be used, the minimum and maximum scores, preparation of
work schedules and newspaper notices and work coordination with
the company. It is a highly important stage. since it will determine the scope, the
budget, the work team, in general, this defines how it will be done
process.
During this stage, the job analysis becomes of paramount importance. It is a
procedure that is developed based on observation, interview, formats,
questionnaires and other techniques, basically consist of recording all the information
relevant to the position under study, its tasks, duties, and responsibilities,
deriving from this, the necessary requirements for the one who will perform, known
also known as "Job Profile".
Job Analysis encompasses two basic aspects: the job description
work and the specifications of the people who fill that job position; the
first only describe what will be done and refers to the position, the second, the
specification talks to us about requirements and qualities such as studies, experiences, and
responsibilities, necessary for the person to successfully perform the position.

RECRUITMENT STAGE. It begins with the publication of the notice for the
vacancy competition, reception of applicants, analysis and curricular evaluation
verifying the minimum requirements, the preliminary interview, and the selection of the
pre-qualified. This stage, in good account, provides the raw material to choose from
those who are closest to the profile of the position and who probably have a
 Professional Internship Project II 20

efficient performance in the offered position. Recruitment is effective when it achieves

gather the planned target population, both in quantity and in sufficient quality
of applicants for the offered positions.
Recruitment can be internal when the process is carried out by calling for
only to the organization's staff, or externally when a candidate is called
external to the company, each of them has its pros and cons, Internal Recruitment
It has positive aspects that increase staff motivation, it is faster.
when the areas are in agreement, there is no loss of time in the assimilation of the
the company's vision or its culture, its limitations include delays if the area that
The staff does not agree, the difficulty of gathering personnel from the institution.
to be evaluated in work hours and generates a certain degree of dissatisfaction in
the employees who are not selected.
External Recruitment as a positive aspect that fills the vacancy by selecting
among a wide variety of applicants who meet the required qualifications
interested area, the candidate presents with high motivation and goals to achieve, generates
competition and effort, however, their limitations are that the period of
identification and adaptation to the company culture takes time, the person
comes with pre-established work habits, may experience a 'reality shock'
labor and finally there is the risk of not integrating into the social dynamics.

EVALUATION STAGE. It consists of the application of the Selection instruments.

of personnel, include psychological assessment and knowledge assessment, so
same, includes the grading and interpretation of tests and the lifting of the profile
of the applicant. It is essential that the applied instruments are related to
the critical success characteristics of the job position, otherwise such
evaluations will lack validity.
It is worth noting that current trends in evaluation are oriented towards
highlight the interactive techniques that involve observation in the applicants of
 Professional Internship Project II 21

required competencies for efficient performance in the job

offered, for which the interview is shaping up as an essential tool.

SELECTION STAGE Includes the verification of data, documents and

references of the applicant at all levels, work, social, family; the interview of
selection and the preparation of the selection report. As already mentioned the
interview continues to be "the most important technique for personnel selection" already
which allows for the direct observation of reactions, the solvency or fragility of
appreciations expressed by the applicant, or the possibility of finding a response to
gaps in the resume.
However, organizational psychologists find in the interview the
possibility of appreciating the development, general culture, interests and
aspirations, the life plan, and the self-knowledge of the applicant, so that it
can determine their adaptability and efficiency in a certain position
of work. It is essential to appreciate whether the individual's interests, values, and culture
they do not conflict with those of the organization.

DECISION STAGE. It begins with the analysis of the reports of the applicants that
they have managed to stay in the process and continue with the determination of the
finalists for each job position or 'Eligible List' where anyone from the
included can be a potentially efficient worker. Here is the arrival limit
from the psychologist in selection. The decision about which candidate to finally hire,
it should correspond to a high-level commission where it is suggested that the
immediate boss. The medical examination and the contract are carried out.

INDUCTION STAGE. It includes the reception of the new worker and

familiarization with your position, physical work environment, boss and colleagues, so
same, with the philosophy, objectives, policies, and norms of the company, this stage is
 Professional Practices Project II 22

of crucial importance for the future success of the new worker, as it tends to enhance
to frustrate its momentum.

Recruitment is not a passive activity of waiting for candidates to come in.

the company, but a very active activity to attract and awaken the interest of potential candidates to
our companies. We can only make a good selection if we have good ones.
candidates. The success of the selection is translated by the success of the recruitment. Lodi (1987, p.
97).

Recruitment is done based on the present and future needs of the company.
through the Human Resources department of the Organization.

According to Chiavenato, it is the responsibility of recruitment to supply the selection of

candidates in quantity and quality for a good functioning of the selection process. The
internal research is a verification of the organization's needs in relation to its requirements
of human resources, in the short, medium, and long term. Chiavenato (2000, p. 223),

Recruitment is the first stage of an entire process for hiring a new

collaborator. When a recruitment process is employed, it does not necessarily have to
to present the same characteristics as other processes, it must indeed define which strategy of
recruitment that the organization needs.

It is basically a training system, through which the organization disseminates and

offers the human resources market the job opportunity it intends to fill. One of
The big problems of the organization are diagnosing sources of human resources suppliers.
that have an interest specifically to concentrate their recruitment efforts. (Chiavenato,
2000. p. 247

Internal recruitment begins when a certain entity arises and so does the company.
try to fill it through modifications or changes of its officials. Suddenly, it is a
processing that has advantages, among them the fact of being more economical and faster,
in addition to being a powerful source of motivation, as it fulfills the occupation of entities by
 Professional Internship Project II 23

means of promotion or transfers of officials within the organization. Represents the

evaluation of internal human resources.

Cuando las organizaciones aspiran por el reclutamiento interno, cometiendo justicia en el

process, consequently encourages other officials to pursue excellence.

Another advantage is related to the acclimatization time of the employees, as it is shorter in

relationship to the setting time of those hired externally. It is also faster and
economic in relation to external recruitment.

The apparent cost with training for the professional's skill enhancement
the organization is fully compensated with the reduction of recruitment costs,
selection and integration of externally recruited professionals, as well as possible
achievements with the increase in productivity and motivation, as a result of the elevation of the
moral.

THE BEST RECRUITMENT TECHNIQUE

Recruitment techniques are almost always used together. The factors:

Costs and time are important in the choice of the most suitable technique or vehicle for the
external recruitment. In general, the greater the time limitation, that is,
the greater the urgency to recruit a candidate, the higher the cost of the technique
recruitment to be applied.

In reality, a company never relies solely on internal or external recruitment.

both complement each other, giving rise to Mixed Recruitment, as when doing a recruitment
the individual sent for the position (vacant) must be replaced in their current position. If
is replaced by another collaborator, the promotion creates a vacancy that must be filled.

When internal recruitment is done, at some point in the organization, it always arises
a position to be filled through external recruitment. Some challenges, some
opportunity or some horizon must be offered to the new employee, otherwise they will seek
 Professional Practice Project II 24

challenges and opportunities in another organization that seems better to him. By virtue of the advantages
and disadvantages of internal recruitment and external recruitment, the most suitable solution is
adopt mixed recruitment, that is, one that encompasses both internal sources and external sources
external Human Resources.

According to Lodi (1998, p. 224), when we talk about personnel selection, we are talking about

selection process that involves evaluating the recruited candidates, verifying those who
they have a better fit to the desired profile. Thus, we can say that the selection complements
the recruitment process.

The collaborators section aims to obtain and make available to

productive process some candidates who present a profile compatible with the needs
defined. Technically, it aims to assess knowledge, experiences, skills
and other factors specific to each position, applied to production systems. Already in the
In practice, we can consider the evaluation process as the main objective of selection.

Some authors, such as Chiavenato and Lodi, describe that selection is the process
of selecting candidates among those recruited. They consider it as the choice of the man
certain for the position certain, or more broadly, the choice among the candidates of those more
suitable for the existing positions in the company, aiming to maintain or increase efficiency and the
staff performance.

The task of selection in the organization is to choose among the recruited candidates.
those who are most likely to fit the position Thus, the basic objective of the
Recruitment is supplying the selection process with its basic raw material: the collaborators.
in relation to the selection of collaborators, it is the role of choosing and classifying candidates
suitable to the needs of the organization. At the technical and scientific level the process
selective is based on the exploration of three essential elements of the evaluation of
potential. They are:

Cognitive: it is the exploration of specific and general knowledge.

 Professional Internship Project II 25

Psychological: it seeks to explore the character and personality of the candidate and their capacity.

of reasoning, even the elements related to sociability, ethics, adaptation,

the adjustment and interaction of the candidate.
Motor: is characterized by the exploration of specific skills, or even
accumulated experiences. In this case, tests are developed with the aim of
evaluate the performance of the candidate or the performance related to certain tasks
specific.

Although today there are companies leaning towards one or the other selection method, the
more suitable, it is actually to make use of both methods, once that way, the
the company manages to better explore the potential of the market while also recognizing talents
internally, that is, combining styles stands out as the best alternative for selecting the
best professionals in the market, without wasting the internal talents of the organization.

METHODOLOGY

Population:

Since it is a company that engages in mass hiring and daily turnover, the total will be taken.
of the population to carry out the process.

Adults aged between 18 and 50 years, candidates for a position in

INTERASEOS S.A.S E.S.P, which is made up of 70% women aspiring to a position
as a general services operator and 30% of men applying for the operator position
general services, maintenance, driver. The population belongs to the strata
socioeconomic 0, 1, and 2, who live with family members: partner, children, parents, among others.

From the candidate population, cases of low academic level and background are identified due to
social situations, 80% of the population comes from other cities at a high rate
percentage of the coastal and Andean region.

Procedure
 Professional Internship Project II 26

In the selection process, the procedure to follow is:

Recruitment:
Database; it is used when the company needs personnel (drivers,
servicios generales) con los candidatos que han participado en procesos anteriores y que no han
they have been selected, but can be considered for a new opportunity. Announcements in
newspapers through the writing of an ad, the company name, the vacancy is published,
requirements and the address of the entity. In addition, internal work is done with referred contacts
from colleagues, ex-employees, collaborators, among others.
They proceed to call by phone, to schedule the candidates, who must bring the
required documentation. A review of the documents is conducted and an interview is scheduled for the
possible candidates.

Verification of job and personal references:

This verification is carried out in the selection process, in order to ensure that the hiring
that is about to be carried out has a successful outcome.
Verification of work and personal references:
This verification is carried out in the selection process, in order to ensure that the hiring
may what is about to take place have a successful outcome.

Then, a phone call is made, first calling the last three companies that
the candidate has worked, in these calls strictly related data is requested regarding the
comportamiento del candidato dentro de la empresa, motivo de salida del candidato.
Subsequently, personal references are investigated, these are also carried out.
regularly through a phone call.

Interview: The interview is one of the factors that has the most influence on the final decision.
regarding the candidate's affiliation or not. It is a dialogue that has a defined purpose and
take into account the expressions, gestures, postures, etc.
The interview questions are prepared in advance; they are either closed or...
open, probing or provocative.
During the interview, the entire process is recorded so that the information is available.
sufficient and necessary to make the hiring decision.
The records during the interview, where all the data that the candidate responds is noted,
such as experience, knowledge, current salary, reason for change, etc.
The second interview takes place at the end of the process and involves an assessment of
candidate, considering aspects such as: presentation, expression, contact, skills of
personality and above all the comparison with the required profile.

After the process, the verification of employment and personal references is carried out: This
Verification is carried out to ensure that the hiring has a successful outcome.
A phone call is made, first calling the last three companies where the
The candidate has worked, in these calls, data strictly related to the
comportamiento del candidato dentro de la empresa, motivo de salida del candidato.
 Professional Internship Project II 27

Subsequently, an inquiry is made regarding personal references, these are also conducted.
regularly through a phone call.

Application of tests: Psychological tests are an informative tool for

consider the final candidacy and allows people to demonstrate different facets.

Psychological evaluation is an enriching element and it is usual for it to confirm what has been evaluated.
previously. The candidates respond to Valanty's tests, reading competencies.
writing, The Work Motivation Questionnaire (CMT) and Wartegg.

Techniques

Three techniques arise in this project, which will be presented.

continuation: Recruitment, Interview, and Application of tests.
Instruments:

About the instruments used during the development of the practices and the execution of the
project, will be presented below:
Tests
Verification of documentation and analysis of the application of psychotechnical tests

Protocol that you are going to leave

RESULTS

In this section, the results will be made visible.

 Professional Practice Project II 28

CONCLUSIONS

Based on what was done in the present internship project throughout the process in the
empresa:
The recruitment process is suitable for the company.
2. When proceeding with the company's recruitment process, it is necessary to analyze
the requirements of the positions and evaluate them, with the purpose of knowing with what personnel they are going to

to consider at the time of hiring.

3. The application of the tests does not allow the process that is required to be carried out.
the hiring correctly, since they are not being evaluated due to the
massification in the calls.
4. The recruitment process and relevant proposal were carried out to evaluate the
performance of the possible candidates for the position.
 Professional Practices Project II 29

RECOMMENDATIONS

Based on the work done during the professional practice at the company, it is recommended:

To the organization, the implementation of the recruitment proposed by the company,

as a step forward to the needs that the current world demands from companies, so that
its quality is effective and productive.

2. It is recommended that the company apply and evaluate psychological tests as

key tool that will facilitate human talent management.

3. It is recommended that the company INTERASEO coordinate the analysis processes and
description of the tests for personnel selection.

4. It is recommended that the company take into account the evaluation instruments so that
the selection of personnel should be the most suitable and correct for the company, as
worker and organization come out ahead in the process.
 Project for Professional Internships II 30

REFERENCES

Measurement Instruments Used in the Personnel Selection Processes in Companies

Cartagena Temporaries. Technological University of Bolívar Faculty of Social Sciences
Psychology Program Cartagena November 4, 2011

D-MINISTER EAFIT University Medellín Number 14 Jan - Jun 2009

D-MINISTER EAFIT University Medellín Number 14 Jan - Jun 2009

AD-MINISTER EAFIT University Medellín Number 14 Jan - Jun 2009 146

AD-MINISTER EAFIT University Medellín Number 14 Jan - Jun 2009 146

 Professional Internship Project II 31

AD-MINISTER EAFIT University Medellín Number 14 Jan - Jun 2009 147

The Psychotechnical Exam in the Selection Process. Bachelor's Degree in Human Resources Year:
2015

New challenges in recruitment and selection of personnel: organizational perspectives and

ethical divergences Santiago Agreda Arteaga Student of the Psychology Program University
Mariana

NATIONAL UNIVERSITY OF SAN MARCOS FACULTY OF ENGINEERING

INDUSTRIAL POST-GRADUATE UNIT Lima - Peru 2012

Revista de Investigación en Psicología, Vol.4 No.2, Diciembre 2001.

ANNEXES
1. WARTEGG TEST.

TECHNICAL SHEET

AUTOR:EHRIG WARTEGG (psicólogo alemán).

FECHA:Construido entre los años 1929 y 1983

PROTOCOL AND MATERIALS: It consists of eight boxes of 4 x 4 cm. Limited by a

thick black frame, so that the given stimuli stand out against the white
of the paintings, it is presented on a sheet of paper measuring 15 x 22.5 cm. (letter size).

REQUIRED: Number 2 graphite pencil.

 Professional Internship Project II 32

ADMINISTRATION: It can be individual or collective, in adults and in children from

five years

EXECUTION TIME: There is no limit. However, the average time to complete it is

15 minutes, considered normal up to 25 minutes.

USEFULNESS: Staff selection, education, diagnosis of psychological variables and injuries

organic in some cases.
 Professional Internship Project II 33

The WARTEGG test is a method of psychological evaluation. It was developed around

of1930by the German psychologist EHRIGWARTEGG (1897-1983). It is a type of test
projective used in the field of personnel selection and psychotherapy. It consists of
complete a series of eight panels with freehand drawings, starting from some stimuli that
they induce certain reactions in the subject, reactions that will be reflected in different aspects
from the series of graphics, for example the type of stroke, the shape of the lines, the use of space,
all indicating a characteristic of personality. It offers the possibility of knowing the
individual performance, behavior, situation, and the individual's stance
in front of certain aspects.
Professional Internship Project II 34