Recruitment is the most crucial section to which it has to face a business. The staff is the main challenge for any entrepreneur, but it will also be the key to success or failure.
A poor selection of personnel can lead to different problems, including dissatisfaction and poor performance of the company’s workers. A bad work environment can increase turnover, resulting in higher training costs and new selection processes.
The problems of adaptation and integration pose short- and medium-term losses for the company and worse outcomes.
However, today we will focus on the first part of the process: staff recruitment. If we correctly identify the company’s needs and offer clear and attractive conditions, getting the staff we need should not be a problem.
Table of Contents
Next, we will offer ten fundamental keys for the recruitment of personnel. Ten aspects will make it easier for us to ensure that the personnel we bring to our company are precisely what we need.
A process that must also begin by offering what the worker needs. Because it is essential to realize that we are facing a horizontal relationship.
The worker is a crucial piece for the company’s survival, and work is another crucial piece for the worker’s life. Seeing it as a symbiosis, it will be easier to achieve a good relationship for both parties.
The company’s Human Resources department has to study the personnel needs of the same beyond the immediate. It is essential to consider long-term forecasts to make the selection right.
In this way, you can choose cross-sectional profiles that can, for example, be transformed according to periodic needs instead of hiring and firing each time.
Contemplating different scenarios is also essential so that the staff forecast is as realistic as possible.
Proper planning in the medium and long term will avoid personnel adjustments, although it is also true that the current uncertainty makes it very difficult to plan correctly.
Being clear about what knowledge and skills are required to develop the job should also be included in the staff forecast. In this sense, we are not only talking about the hard skills or technical knowledge for the performance of the position.
We also talk about the soft skills or personal abilities that we want that person to have to fit within the company. In many cases, it is more important to have the right soft skills than the hard ones because, in general, they are easier to learn.
However, if an employee does not have empathy or does not know how to work in a team, it will be much more difficult for them to adapt.
When we do the selection process, we will have to determine if the candidates meet the necessary skills for the position.
Another fundamental aspect of recruiting personnel is to check which profiles are on the payroll of the competition. Analyzing the competition can also identify new opportunities that we had not previously contemplated.
For example, suppose we see that they have incorporated a commercial profile specialized in the Chinese market. In that case, that tells us that there are likely to be opportunities for our product or service in that market.
The same with marketing or digitization processes. Reviewing the competition will allow us to search for similar professionals and cover possible vulnerabilities, opening up new paths.
There are many job interview methodologies, from the personal interview to group dynamics or proposing problems or practices to check the candidate’s reactions. Depending on the type of position, one type of interview or another will be necessary. In many cases, millions of tests are not necessary until you find out the ideal candidate.
Considering the hard and soft skills required for the position, the department or head of Human Resources must select the most appropriate methodology or dynamics in each case. It is essential that everything done in the selection process has meaning and can be evaluated in the most objective way possible.
Doing job interviews is exhausting for both the candidate and the company, and wasting as little time as possible will be appreciated by all parties.
People lie on their resumes. This is something that everyone knows but is not always taken into account when recruiting. Beyond the fact that it is a practice with legal consequences, it is the recruiter’s responsibility to verify its integrity.
In the middle of 2021, everyone has a fingerprint, and it is the first place to look before doing the interview. Subsequently, if the candidate has responded positively, you must check the references.
We cannot wait for all the talent to reach our hands. We also have to go looking for him wherever he is.
Writing the offer on online job portals, social networks, or LinkedIn is important, but we may have to search independently.
If we know someone who is currently working but meets the requirements we want, nothing happens to make an offer. On many occasions, even if you do not state it publicly, you may be waiting for an opportunity to change companies.
Much of the vacancies are filled by word of mouth, and this does not have to be a bad thing. What does have to be carried out is the same analysis as if it were a person we do not know.
You may not have the skills or soft skills for the position, and by not looking, we may lose an onboarding that will completely transform the company. That is to say, contacts can help us, but they cannot be a shortcut, but it is the perfect profile that we need.
Candidates deserve all the information about a job.
The conditions of the same, the salary, if there is the possibility of teleworking or flexible hours, and the employee benefits must be clear from the first moment.
Not publishing all the information only worsens our chances of finding the best possible candidate.
If a candidate is not going to accept a specific salary or is looking for a job with flexibility and we cannot provide it, keeping him in the screening will only generate further frustrations.
Likewise, aspects of emotional salary or flexible remuneration can make a candidate who initially had not accepted our offer ends up taking it into account.
It is also important to report if we have finally ruled out the candidacy. Communication during the selection process should be clear and show respect for the other party.
Who knows if it will end up being part of our company in a later process? Perhaps, the selected person may not pass the probationary period, and it is essential to have finished on good terms with all the candidates.
A good selection process will also help the image of the company and will make it easier for new resumes to reach us directly.
Company culture can be as crucial to the performance of a position as the functions themselves. The candidate must know how the company’s culture works and how it affects the day-to-day of the company.
These values, norms, and beliefs can also be essential for the employee to feel more or less at ease. Of course, the company’s culture is not only intentions, but it has to be reflected in the practices and internal regulations.
That the employee can identify with this culture is directly related to his satisfaction and creating a positive work environment that allows him to give the most of himself.
Before we look outside, let’s look inside the company. There may be someone who can play the role perfectly and wants to make a change.
Human Resources managers need to have their workers’ employee maps ready and know if they would be interested in making a career change.
Many recruiters think that recruiting staff involves incorporating the employee into their job. You’re mistaken.
Once the employee begins his work, his adaptation and performance must be followed. It is highly recommended that someone from the company take charge of helping you adapt to it, beyond explaining the functions and the position.
The first weeks of an employee are critical to their satisfaction and motivation. At that point, we can see if we have made the right decision in the selection process.
Also Read: When Work Becomes A Passion
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