I am almost embarrassed to ask this question, but I am quite new to this. What are the recruitment policies and processes that you follow?

Well, we have a one week hiring policy. As soon as we get the request for additional plantilla, we make it an effort to fill the position required within one week.

As for our policies, it's usually that we provide equal opportunity to everyone, and as such our recruitment ads are more focused on the skills and experience we are looking for and not so much on the background of the person.

We recently came under fire with out equal opportunity clause. While the employees accepted that we don't discriminate on sex, race, work pattern, age, sexual preference, marital status and all that stuff, they really went against the HIV/AIDS status. The management really do not see any reason why HIV+ and people with AIDS could not work for us, but our employees were against the idea. How do you deal with that?

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I love mermaids!

I think that your company is admrable in that sense. I guess you would need to educate your employees more about HIV and AIDS and specially how they are transmitted. Once they know that they cannot get AIDS by being in the same room as an infected person, they should be ok with it.

If the bias against HIV and AIDS status lingers, you should have regular consultations with your employees to see what their concerns are and how you can overcome it.

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I am the Dreamer!

We recently came under fire with out equal opportunity clause. While the employees accepted that we don't discriminate on sex, race, work pattern, age, sexual preference, marital status and all that stuff, they really went against the HIV/AIDS status. The management really do not see any reason why HIV+ and people with AIDS could not work for us, but our employees were against the idea. How do you deal with that?

I think that diversity in the workplace is one of our more established policies when recruiting, and we take pride in the diversity we do have at the office. I think that working with people from different backgrounds, cultures and experiences is enriching for the staff.

Our process is very straightforward. We have our vacancies posted on our Web site or some other job wanted sites and then we wait for the applications to come in. We call each of them for pre-interview exams and those that pass that are scheduled for interviews and screening interview by the HR. Then it's up to the department manager to choose from the shortlist of applicants. Usually, the manager only looks at the exam scores and interview comments but sometimes they also ask to interview the applicants themselves.

We basically follow the same process, only that we consolidate the HR interview with the department manager's interview by using a panel.

We only accept resumes and CVs for their contact information. After we have them in the office, so that everything is fair and transparent, they fill out a standard application form. From there onwards, we only use that for everything else.