In organizations, the process of recruitment and selection of human resource is to choose the most suitable to perform duties, determined in a specific position. It is the most important decision of the Department of Human Resources for adding new personnel using appropriate models and to define the most critical aspects of this process.

The models examined in this paper for the selection process are traditional model and strategic model.

In the traditional model there are combinations of predictors, responsible for applying test or capacity tests, behavioral interviews, structured interviews, or personality questionnaires and others.  This guarantees that the selection process is effective, when the evaluation instruments has been previously established, or the predictor will demonstrate that the selection has not been correct, when the processes are not applied.

Through the application of these instruments, the correct decision making of the Human Resources Department is measured at the moment of the selection of the required talent, similar to a trained professional. The set of cognitive skills tested through the tests are called competencies, resulting that the selection of personnel is called as selection by competencies.

The classic model of recruitment does not demonstrate a mayor difference with the selection by competences.