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Recruitment, as a first step in the process of developing and consolidating the human resources strategy, is the foundation of a solid, robust and cracked construction that resists the earthquakes generated by the disorderly labor market movements. But how do we recruit successfully nowadays?
In a market that is facing great challenges in terms of recruitment, selection, retention and long-term motivation of human resources, the importance of a correct recruitment strategy is vital!
It means a very good understanding of the medium and long-term business objectives of the firm, the principles, and processes of professional growth of employees and the benefits the company is willing to offer to the candidates.
We have recently got an interview with an HR Manager and he shared with us this, we quote below:
In an organization that we have worked for many years now, it has become a major requirement to engage people with great potential for development ("high potentials"). In addition to the usual job requirements, this criterion greatly raises the stakes of each recruitment. The process lasted a lot, people were harder to find, and most of the time, they had to offer a higher salary package to the market so they could accept your offer. We have managed to cope with these challenges, but later we have grown even more: we had many employees with great potential for development while the mature organization offered a limited range of promotional opportunities. Some of those employees chose to go to other companies to follow their career paths that they wanted before contributing to the business going on in our organization.
Obviously, this situation has produced additional costs for the company! The solution we adopted was a simple and effective one: whenever we seek to hire a person, we look at both the current structure of the team and the demands and needs of the business today and in the near future.
If we already had enough high-potential employees in the team, then we were going to interview people more oriented towards stability, willing to work at the same post for many years. If, on the contrary, we did not have people to raise and promote them at an accelerated pace, aligned with the business objectives, then we were looking for this type of employee.
Equally, a good recruitment strategy means having a team of experienced people who have a wealth of skills and competencies not only in the recruitment process itself but also in others such as communication and influence, sale and negotiation.
The individual, by its nature and structure, as a pool of feelings, consciousness, culture, the degree of preparation and determination is a great unknown. The ability to identify and decipher these aspects and to find them the most appropriate place in a complex matrix of an organization is the key to success or, on the contrary, the barrier that complicates things even more.
The recruitment and selection process has become more complex in recent years, and in order to achieve it successfully, recruiters have to use a whole range of methods and techniques to assess each candidate as comprehensively and as accurately as possible.
Analysis of a CV and an Application Form, C.A.R.E. and counter-evidence techniques are just a few of the vital elements that must be part of the good arsenal of a good recruiter. It is not always easy to establish and prepare the most appropriate practical evidence or to assure the relevant candidates' testing in an area where you have no expertise, and in such cases, knowledge of these techniques can be of great use in the recruitment process.
There are a lot of fine things that the recruiter needs to know and use during discussions, but which he sometimes learns more difficult through experience: questioning, active listening, maintaining control over the interview, forming correct perceptions and, not least, "reading" the reactions and behavior of the person they are interviewing. These techniques are most easily learned in training with specialists in the field, which can quickly get you through all possible situations, guiding you to recruited test methods. This avoids mistakes in the recruitment process that can affect both the company you are working for and your role in the organization.
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