PROCESSES OF
CONSCRIPTION and ELECTION I the organizations and the
individuals are engaged in a continuous process of attraction. In the same way that the individuals search to enter in organizations, either in the attempt of professional development, either for auto-sustenance search, the companies search individuals that can compose its picture of employees. The common objective is to establish a relation of exchange of benefits, that will be more satisfactory if the chosen person to present the adequate requirements. In virtue of this search for adjusted people, one becomes
necessary the accomplishment of a conscription process and the possible most efficient election. According to Chiavenato (1985), conscription is the set of procedures that it aims at to attract candidates potentially qualified and capable to occupy positions of the
organization inside. The organization is a system of information through which divulges and offers the market of human resources, job chances that it intends to fill. The conscription consists of supplying to the organization a enough number of people, those necessary ones to the organization the achievement of its objectives, from referring data to the future necessities gifts and of human resources of the organization. Or either, it is the search of official channels and effective, being the these most diverse, of sources of captation of individuals necessary and adjusted the
vacant in opened. Before any selective process the survey of the adequate profile of the candidate becomes necessary who will have to fill the vacant. The position engloba the set of activities to be developed for the employee in the company. Each position presents specific activities of which is necessary to present abilities, knowledge and aptitudes that allow the subject to one to carry through them with bigger effectiveness. To leave of these information, the responsible unit initiates the conscription process that can be classified as external or internal conscription. The Internal conscription is the search for the professional who if concentrates in the proper company, through remanejamento of
collaborators who can be transferred, be promoted or still transferred with promotion. The types most common of internal sources are: Notification of the vacant to be filled; vacant notice in opened arrive at the collaborators through posters; messages in the Intranet, among others; indication made for the employees of the company, former-employees and candidates who had participated of processes. This type of conscription is an excellent option for the company, therefore in general lesser demand cost and minor time in the choice of the candidate, this amongst other advantages as: Valuation of collaborators, performance and potential already known, exploitation of investments made in staff training.
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