The Head of Area / Department / Team / Program must justify in writing the need for hiring, through the corresponding document “Letter of hiring” Annex
This document must include:
Position to cover Job characteristics / functions, estimated duration of hiring, estimated salary. The salary bands of the corresponding category will be respected (approved by Management, Presidency) in the case of structural personnel. This data will finally be set by HR.
Minimum requirements of the required profile This document will be sent to Human Resources, which will evaluate the relevance of the application, set the salary conditions, and where appropriate, begin the selection or hiring process.
The Head of the Economic Management Area will evaluate the economic relevance and will approve or reject the application (in this case, motivated), and finally must be endorsed by the Contracting Authority.
This document, therefore, must be signed by the HR and Economic Management Managers and must also contain the approval of the Contracting Authority.
This process will begin with the publication of the terms of reference of the job offer on the website of www.gce.enterprises
The deadline for receipt of applications will be at least 15 calendar days, except in cases in which the urgency of the contract is proven (which must be stated in the document requesting the contract) in which case, a term will be possible reasonably less.
In order to achieve maximum publicity in these selective processes and equal opportunities when hiring, we will proceed in those cases that are deemed appropriate, to disseminate the job offer through other means: inclusion of the offer in the databases of Business Schools, publication of an advertisement in a newspaper or any other means that guarantees the dissemination of the offer.
In the publication of the terms of reference, it will be noted that GCE Global will be able to request from the candidates supporting documentation of the merits and requirements of the call.
Likewise, the job offer may include the possibility of establishing a waiting list of candidates who have passed the selection process and who may be called to positions of similar characteristics for a period of 1 year from the date of resolution of the process.
The waiting list will be drawn up with the candidates in order of score in the process. They will be called in this order and, except in cases of force majeure, the rejection of a job with similar characteristics to that of the process in which they participated, will lead to exclusion from the waiting list.
After the deadline for receiving applications, the Human Resources Department will pre-select those that meet all the requirements (2).
The Head of the Department / Area / Team, or person in whom he delegates., A member of Human Resources and A third person to be determined. If and only if in cases where for technical reasons it is advisable, personnel from outside GCE Global may participate.
Each member of the Selection Committee will independently evaluate and rate each of the interviews through the template created for this purpose “Assessment and scoring of interviews”.
The total determination of this STAGE will be the weighted average of the characteristics required in the check list established by each of the members of the Selection.
STAGE B: Proposal for Contracting
After the testing and interview stages, the HR Department will proceed to prepare the hiring proposal in which the development of the different stages of the process will be explained and which ends with a proposal about the selected person / s. Example of “Proposal for hiring” ..
The proposal must include:
Mention of the number of applications received.
Criteria used in the passage from one stage to another of the process.
Quantitative and qualitative evaluations of the interviews
Proposed candidate /s.
The proposal must contain at least the first three candidates (there will be exceptions) in order to fulfill the check list of requirements, which are considered suitable for the position offered, in the case of filling only one place. If the hiring proposal is for several places, it must contain at least two more candidates than the number of places to fill.
If the proposal has fewer candidates than those indicated above, it must be motivated.
If the preparation of a waiting list had been foreseen, the proposal will specify its composition, indicating the place that each of the candidates that composed it occupies.
STAGE C: Final hiring decision
Once the process is finished, it will be the Contracting Authority who, based on the merits and capacities of the shortlisted applicants, will decide on the proposed candidates. The Contracting Authority may, motivated, depart from the proposal of the Selection Commission and the priority contained therein.
Notwithstanding the foregoing, when deemed appropriate, the personnel selection processes may be entrusted to the GCE Global Company.