Finding the human talent that best suits the needs demanded by a company is one of the main tasks of the Human Resources department. Sometimes the selection processes take forever, demotivating the candidates before starting, or, on the contrary, they are carried out too quickly due to lack of organization or time, making the wrong choice. Carrying out a good hiring process will help avoid negative results such as job dissatisfaction or staff turnover, which translate into a waste of time and money. That's why we tell you Tips for an effective hiring process.
Table of Contents
Finding the human talent that best suits the needs demanded by a company is one of the main tasks of the Human Resources department. Sometimes the selection processes take forever, discouraging candidates before starting, or on the contrary, they are carried out too quickly due to lack of organization or time, making a wrong choice.
Carrying out a good hiring process will help avoid negative results such as job dissatisfaction or staff turnover, which translate into a waste of time and money. That's why we tell you Tips for an effective hiring process.
What is it and how to carry out an effective recruitment process?
The recruitment It is the use of techniques and tools to select the most appropriate profile to meet the needs of the company. These measures end with a bilateral contractual agreement between the employing company and the person chosen for the position.
To carry out a successful recruitment process it is necessary Develop a recruitment strategy. It is important that the candidate adapts to the needs of the vacancy and shares the business philosophy and values of the team.
These are some of the keys to carrying out an effective hiring process that the HR department should take into account:
1. Define the profile you needio
The first step is to draw up a list of the skills that the desired profile should have. It is essential to define in advance not only the training and experience required, but also the skills, abilities and talents that the candidate will need. Experts currently point out that success in choosing the best candidate is attend to their interests, motivations and of course the soft skills.
2. Comprehensive description of the offer as a way to carry out an efficient contracting process
The complete wording of the job is the first filter to avoid receiving a barrage of CVs. The job title should be simple and direct, including the main task to be carried out, this will facilitate the search in job portals.
The language must be clear and inclusive. The description must include the main functions of the position and mention the projects that the new employee can carry out or the teams with which they will work. It is better to separate the "essential" requirements from the "desirable" ones so as not to discourage candidates, since many skills will be learned in their job, and it is preferable to limit this section to a list of 6 points, so that it does not turn out not to be overwhelming.
It is advisable not to include unnecessary details with subtasks that make the description too long. You have to take the opportunity to promote the values of the company and the advantages of training for it, including a paragraph about the company.
3. Analyze the economic proposal
It is important to carry out a preliminary study of the market value of the vacant position to know the maximum and minimum that must be met, and to confirm internally that the company has this budget to offer to the candidate.
You will avoid possible disappointments or waste of time knowing what the candidate's salary expectations are and clearing up financial doubts before finalizing the selection process.
4. Take advantage of the internal network of contacts as a way to carry out an effective hiring process
Communicating internally the search for a candidate can be of great help in the selection process. Workers are a very effective network for finding profiles similar to the talent that the company already has, since they can share the offer on their social networks and recommend the company. It also helps with reorganization if any employee wants to change positions and apply to the new one.
It is interesting to have a database of potential profiles that have already participated in other selection processes or that previously made their own candidacy. This is because they have shown a real interest in being part of the company.
5. Technology as a great ally:
One of the keys to reducing hiring times and increasing success rates in hiring processes is to have technological tools created to streamline Human Resources tasks. These recruitment software are comprehensive solutions for attracting talent that manage to streamline processes, better evaluate candidates, avoid bias and reduce management costs.
6. Structure the interview
The interview must follow a pre-established structure. It is a good idea to repeat the same questions and in the same order to the candidates, to evaluate them all in the same way. Communicating to the candidate how many stages the selection process will consist of will avoid creating false illusions.
It is advisable to see the interviewee on more than one occasion, and avoid exceeding 4 meetings, so as not to eternalize the processes. In addition, it is also advisable to have some practical test or standardized test to assess the candidate's skills.
7. Candidate selection as a way to carry out an effective recruitment process
After assessing the skills that the candidates have been able to demonstrate in the tests and interviews, the profile that best suits the needs of the company is selected. Now is the time to also notify the people who were not chosen that the process has ended and thank them for their time and dedication. This gesture will improve the experience of unsuccessful candidates with the company, since it ends the waiting time, and leaves the door open for future hiring.
Next, the contracting process is formalized by presenting the chosen person with the firm economic offer, the type of contract, its benefits and all the doubts that may arise are resolved. Here the negotiation period opens. The more informative and clear you have been in the selection process, the fewer surprises there will be.
8. End of contract:
Once the proposal is accepted, the legal documents are prepared. Once the candidate is chosen, the process is formalized with the necessary legal documents: social security number, bank account, identity documents, etc.
Finally, the Human Resources department will be responsible for ensuring the integration of the new team member with team building activities and offering them the necessary training to perform the position.
