The competitiveness of a company is directly linked to the quality of its recruitment process. It is through him that the organization captures human resources, which defines whether it will have its needs fully met — or not!
Want to better understand what is the importance of this process and figure out how to make it effective? Then follow this post. Let’s deal with these topics and show not only why, but mostly how to do an effective recruitment. Check!
The importance of an effective recruitment process
Structure, technology, and business models — although they are all important, they are not enough to ensure the success of a company. From product development to customer service, all operations depend, to a greater or lesser extent, on the people who carry them out.
Therefore, the real thermometer to gauge the quality of an organization is also the quality of its human resources. When it counts on professionals who are technically prepared and personally suitable, success is guaranteed.
What does that mean? When we talk about technical preparation, we refer to the knowledge and experience that make them able to perform their tasks efficiently.
In addition, personal adequacy is also extremely important. It refers to the compatibility between the behavioral and professional profiles to the assignments of the Office and the Culture of the Organization.
When the company finds a candidate with these two sets of features, we can say that there was a perfect match. He will be able to present a good performance, in addition to perform personally through work and feel happy with each achievement.
Identifying this candidate is the goal of the recruitment process. When HR manages to do this often, it triggers a virtuous cycle in which good performance leads to extraordinary results.
In addition, effective recruitment saves resources and increases profits. By capturing the best talents in the market, it contributes to leveraging productivity. Candidate adequacy also reduces turnover and costs arising from it.
How to conduct a good recruitment process
After understanding the importance of this process, it is essential to discover ways to make it effective. That’s what we’re going to talk about in this topic. So get ready!
Plan the selection of people
It is important that HR knows the organization’s demands pattern. Does she need to occupy posts to meet the temporaryneeds? Are you presenting sharp growth and signaling that you will need more manpower for expansion?
These and other signs should put HR on alert, showing that he must prepare for regular or extraordinary hires. But how to make this preparation?
The first step is to create a really structured process with well-defined selection steps. Establish the general procedures, which will be adopted to fill all vacancies as well as specific ones.
Different positions require distinct skills and knowledge. The process should provide for specific evaluations for each of these cases, providing appropriate tests and tools.
Perfect profile for Vacancy
It is not enough to structure a whole process and provide a series of tools. If the profile set for the vacancy is not accurate, the result will be misguided: it shall identify candidates whose qualification is incompatible with the function.
Therefore, before announcing the vacancy, it is important that HR conduct a few meetings with a hiring manager. It can describe in a detailed way the activities that the professional will exercise, which helps to detect essential elements in this profile.
In this way, HR can establish a precise profile. It is essential to write an advertisement that can attract the most appropriate candidates and base the choice of tools for evaluation.
Create accurate job descriptions
The recruitment process needs to attract compatible candidates for the vacancy. The best way to do this is with a precise description, which makes explicit the criteria for hiring.
The description of the vacancy should contain information such as:
- Activities performed by the professional while occupying the function;
- Requirements to be considered fit for Office (training, experience, specific certifications, languages);
- Skills and skills that the company expects the professional to demonstrate in the exercise of the function;
- Brief summary of the activities performed by the company and its organizational culture.
By making your vague description clear, the chances of attracting people with the appropriate profile increase. The result is a selective process at the same time accurate and agile, sparing efforts and resources of the HR team.
As we have already commented, some positions require very specific skills. Not always the best alternative is to evaluate candidates for these posts internally, especially when we talk about C-Levelpositions.
At this point, a good option is to use specialized professionals in this type of recruitment, such as headhunters. They help the company make the best choice with its extensive experience and knowledge of market-specific sectors.
In addition, headhunters rely on a large network of relationships. They know professionals who are looking for opportunities like what their company offers, even if they have not applied for the job in a normal process.
Therefore, while an advertisement tends to start a true search for a needle in a haystack, the headhunter may already have within reach the precise solution for its leadership framework.
Don’t be afraid of statistics! Indicators help identify the actions needed to achieve the best results. Is your company losing an excellent professional? Use his profile to find a replacement with the same skill.
The data can also point out other situations: the best channel to find good candidates for a particular post, the performance of professionals picked up by a medium and so on.
In this way, the company can detect the most effective actions, validate them in new attempts and use them frequently to expedite the hiring and find the best talents in the market.
The recruitment process is strategic in companies. It depends on the quality of the human capital of the organization and, consequently, the performance of the business and its competitiveness. So it’s worth perfecting it all the time!
Did you like our tips to improve your recruitment process and make accurate hirings? Want to know a platform where you can put these tips in practice with all the support that technology offers?
Then don’t waste time! Talk to the experts at D. Hire right now and discover the benefits of working with a specialized recruitment marketplace. We await your contact!