Companies from countryside cities can find difficulties in recruiting good professionals — especially when they are restricted to hiring people from around the neighborhood.
The distance of the large centers requires an efficient HR management so that selective processes attract qualified candidates for the positions.
Like every process for hiring a new employee, this step is also working and requires a lot of attention for the selection to be prioritized and generate good returns for the company.
Continue reading this post and find out how to optimize hiring for inner city companies!
Invest in your company’s HR
It is very important to get out of the basics and not be afraid to invest in the company’s human resources department. HR should not be faced as an expense, as this is the sector responsible for the management strategies of human capital and acts as the gateway to new talents.
So keep the staff trained and integrated into the company. Not only for the cost that involves the resignation and hiring of a new employee, but the importance of this connection for the sector to perform better.
It is also important to facilitate the work of HR. Invest in technology, like specialized software. Processes need to be aligned to their organizational culture. With a good system, the decisions are interconnected and the results can be measured more easily.
Innovate in recruitment systems
Companies from interior cities should not remain “frozen” in the traditional model of selection of candidates. To attract qualified professionals for the opportunities offered, you need to show the market that it is an updated company. Innovative systems are competitive differentials compared to other companies.
Use online tools to help you solve hiring problems. A virtual marketplace can incredibly optimize the hiring process and make them appropriate. This tool houses a large database with the best candidates, which makes it easy to direct them to vacancies in a dynamic and correct way.
Vacancy-combining applications are ideal for optimizing a selective process. They show professionals only the opportunities that fit your profile. That is, it is possible to attract and enchant them with the positions that the company offers, without that distance or its location is a hindrance.
Make the initial interviews with the use of video
Considering the displacement as an unattractive factor for candidates who are in farther cities, managers of inner city companies should think of non-face-to-face solutions to the early stages of their selective process.
A good solution is to make interviews possible through video calling. In this way it is possible to attract talents that are in other regions, expanding the range of qualified candidates for their vacancies.
By means of video interviews the candidate can participate in the process without having to move to the city in question, having to do this only in the final stages of the process — so that the selection of candidates more apt to fill the vacancy may have Later an interview or face-to-face phase.
The video is an economical solution that allows for a wide and more modern screening than just the analysis of curricula, ensuring the convenience of both recruiters and candidates. The use of the video makes it possible to analyze the peculiarities that the curriculum or a conversation over the phone does not show, such as posture and ease of communication.
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