Companies are currently struggling to maintain their competitiveness through cutting-edge technological solutions. However, although we cannot deny the significant role that technology plays in organizations, it is essential to make it clear that it is really the human component that represents the central axis of any company.
That is why, in response to the changes brought about by digital transformation and in favor of attracting the best talents, today’s companies must consider new techniques to enhance their recruitment process.
Finding the ideal profiles for an organization can sometimes become a challenge, especially if demanding a role that requires specialized knowledge.
So how do we develop recruitment strategies that ensure the quality of employees needed to ensure the sustainability of the company? Simple, through a plan that includes the best practices that we are about to show you. Read on and learn a lot more.
3 Best Practices to Boost Your Recruitment Process
Recruitment brings positive points to a company. The entrepreneur can increase his turnover and margins. He can also, with the help of an additional person, free up time that he can devote to other tasks in the company. Also, recruitment is proof that the company is stable and developing positively.
To ensure the best possible recruitment process, ideally, you should be guided by some best practices designed to help you get the most out of your recruiting campaign. Some of them are the following:
#1 Divide the process into well-defined stages
All good strategies must be segmented into steps to follow. This is no exception. In order to carry out an effective recruitment process, you must be clear about what the recruitment phases will be, how you are going to carry them out and what resources you need for each one.
Some stages that a successful recruitment process usually follows are the following:
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Setting objectives
Whether you are hiring because your company is in the midst of growth, because your business is going to venture into a new field or simply to fill a current vacant position, it is always important to define the recruitment objectives well.
The members in charge of the human resources department should also be aware of these objectives. In this way, they can jointly determine what type of professional is required, as well as other details such as their functions, working time, remuneration, duration of the contract, etc.
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Spreading the job offer
Once everything is predefined, all that remains is to “communicate” the job offer. Either through the Internet (social networks, employment pages, among others) or through employment agencies. The wording of the job offer is essential and must be clear. It is essential to specify the salary, the position occupied, the type of contract, etc.
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Choosing the ideal candidate
If the diffusion stage was successful, you will surely receive many applications. In this stage comes the time to organize them and then proceed to interview and select the ideal candidate. This phase can be divided into substages so that the plan is better organized. Some of these stages include:
- Selection of CVs with the best profile candidates.
- Verification of references.
- Interview.
- Aptitude tests (if required).
- Candidate selection.
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Fulfillment of recruitment obligations.
The recruitment process does not end with the selection of a candidate. The company still has to offer and guarantee the fulfillment of the contract that will be in force during the relationship that has just been created between the professional and the company.
#2 Prepare the interview process well
Many employers feel that it is only the candidate who should make every effort to give the best impression in the interview. However, this is not entirely true. The interview represents one of the stages preceding an employment relationship. The prospect who participates in it is also evaluating the quality of the organization in which he or she is going to work. The better structured the interview, the greater the chances that you will retain the future member of your organization.
To achieve a good interview, the best tactic you can use is to prepare it in advance. Use an evaluation chart to clearly identify candidates’ strengths and weaknesses. Be careful to respect their privacy and legality. An interview can generate a lot of tension in an individual, so it is important that you remember to make the prospect feel as comfortable as possible so that he or she can fully demonstrate his or her qualities.
#3 Automate
Do you want to speed up the recruitment process as much as possible? Then you must automate the task through a technological tool. As you may have noticed, the hiring process can lead to the Human Resources department having to deal with many tasks and cumbersome paperwork. Luckily, there are solutions that can reduce the workload to give way to a more straightforward and effective process.
These solutions are designed to help you at every stage, from the establishment of the ideal profile to the spreading of the work proposal and the selection of the most suitable candidate. Whether you want to create your own page to make the job announcement, you want to automatically send the applications by different channels, or you intend to quickly separate the CVs of the most qualified prospects. All this you can go faster through the appropriate tool.
Among the options on the market, one that stands out for its variety of functions is Freshteam. A solution created by Freshworks to help companies create a high-level talent pool.
Contact us now to receive more information about Freshteam and start building your own high-level multidisciplinary team now. Want more? At GB Advisors our goal is to help you achieve all your goals. Contact us for professional advice on ITSM and ITsec tools.
