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Admissão de colaboradores

Pre-Hiring Process

Identify the need for a new position and obtain approval from relevant stakeholders.

Define the job requirements, responsibilities, and qualifications for the position.

Develop a job description and create a job advertisement.

Determine the recruitment strategy and channels to attract potential candidates.

Prepare the necessary documents, such as application forms, interview questions, and assessment tools.

Allocate resources and set a timeline for the hiring process.

Recruitment

Advertise the job opening through various channels, including job boards, professional networks, and social media.

Review submitted applications and resumes to shortlist potential candidates.

Conduct initial screening interviews to assess candidates' fit with the role and organization.

Arrange and conduct further interviews with shortlisted candidates, including technical assessments or skills tests.

Evaluate the candidates based on their qualifications, experience, skills, and cultural fit.

Check references provided by the candidates to verify their past employment and performance.

Select the most suitable candidate(s) for the position.

Offer and Contract

Prepare a formal job offer including compensation, benefits, and other relevant details.

Present the job offer to the selected candidate and negotiate if necessary.

Upon acceptance, issue an employment contract or letter of appointment.

Ensure all legal and administrative requirements are met, such as obtaining necessary work permits or visas.

Onboarding

Create an onboarding plan to familiarize the new employee with the organization, team, and their role.

Provide necessary resources, such as access to tools, software, and equipment.

Arrange orientation sessions and introduction to key colleagues and departments.

Communicate organizational policies, procedures, and expectations to the new employee.

Assign a mentor or buddy to help the new employee integrate into the team.

Review and sign any required documents, such as confidentiality agreements or code of conduct.

Training and Development

Identify the training needs of the new employee and provide necessary training programs or courses.

Introduce the new employee to any specific engineering processes, tools, or software used in the organization.

Encourage participation in professional development activities, such as seminars, conferences, or workshops.

Establish regular feedback and performance evaluation mechanisms to support the employee's growth.

Follow-up and Evaluation

Conduct regular check-ins with the new employee to address any concerns or challenges.

Evaluate the new employee's performance and progress during the probationary period.

Provide constructive feedback and coaching to support continuous improvement.

Review the effectiveness of the hiring process and make necessary adjustments for future recruitment.

Note: This checklist is a general guide and can be customized based on the specific requirements and practices of the engineering organization.

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