The purpose of this literature analysis is to define the personnel selection processes in organizations, in turn describing the main problems that arise when it is not carried out efficiently or does not meet the criteria it should. In this sense, taking into account the importance of the selection process in organizations, since through it an attempt is made to find the right candidate for the specific position, it is observed that the deficiencies in this process are associated with increases in the rate of external rotation, hiring workers who do not have the skills required for the position, or who do not fit the profile, inefficiency, low performance, among other aspects that end up having a negative impact on productivity and making it difficult to achieve organizational objectives. The type of research is qualitative. This analysis is carried out under the need to better understand the selection processes and identify those strategies that allow optimizing each of the steps that are carried out in a personnel selection process, and it is concluded that currently the selection processes are a This is a challenge for organizations, starting from the recruitment itself, since it is not an easy task to find candidates who possess the required skills for the position, but it must be done trying as far as possible to avoid failures. Therefore, to contribute to the success of the organization, it is essential to improve the quality of hiring, carrying out an increasingly systematic, complete, and contextualized selection process, adapted to the specific needs of the organization and the position, to make it more efficient.