Hiring Process: 3 Best Practices for Choosing the Best Talent

Hiring Process

Currently, companies are struggling to maintain their competitiveness through cutting-edge technology. However, and although the important role that technology plays in organizations cannot be denied, it must be remembered that it is really the human component that represents the central axis of any company. That is why, in order to attract the best talent, today’s companies must consider new techniques that enhance their hiring process.

Finding the ideal profiles for an organization can sometimes become a challenge; especially if we are talking about a role that requires specialized knowledge. So, how to go about developing recruitment strategies that ensure the hiring of the quality of employees necessary to guarantee 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 much more.

3 Best practices to boost your hiring process

Recruitment brings positive points to a company. The entrepreneur can increase his turnover and margins. You can also, with the help of an additional person, free up time that you can dedicate to other tasks in the company. Recruitment is proof that the company is stable and developing positively.

Hiring Process

To ensure the best possible hiring process, you should ideally be guided by some best practices designed to help you get the most out of your recruiting campaign. Some of them are:

1 Divide the process into well-defined stages

All good strategies must be segmented into steps to follow. This is not the exception. In order to carry out an effective hiring process, you must be clear about what the recruitment phases will be, how you are going to carry them out and what are the resources you need for each one.

Some of the stages that a successful hiring process usually follows are the following:

Goal setting

Whether you are hiring because your company is in full growth period, because your business is going to venture into a new area or simply to fill a current position that has been vacated, it is always important that you define your recruiting objectives well.

Members in charge of the human resources department should also be aware of these goals. In this way they will be able, together to determine what type of professional they require, as well as other details such as their functions, work time, remuneration, duration of the contract, etc.

Dissemination of the job offer

Once everything is predefined, the only thing left is to “communicate” in this job. 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 important to specify the salary, the position held, the type of contract, etc.

Choosing the ideal candidate

If the dissemination stage was successful then you will surely have received a significant number of requests. At this stage it is time to organize them and then proceed to interview and select the ideal candidate. This phase can be divided into sub-stages 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).
  • Selection of the candidate.

Compliance with contracting obligations

The hiring process does not end when choosing a candidate. Still, the company has to offer and guarantee compliance with the contract that will be in force during the relationship that has just been created between the professional and the company.

2 Prepare well for the interview process

Many employers think that it is the candidate who should do his best to make the best impression in the interview. However this is not entirely true. The interview represents one of the stages that precedes an employment relationship. The prospect who participates in it is also evaluating the quality of the organization in which he will work. The better structured the interview, the greater the chances that you will trust and retain the future member of your organization.

To get a good interview, the best tactic you can use is to prepare it in advance. Use an evaluation chart to clearly identify the strengths and weaknesses of the candidates. Do not forget to respect their privacy and legality. An interview can put a lot of stress on an individual, so it is important that you remember to make the prospect feel as comfortable as possible so that they show their qualities as much as possible.

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 demanding hiring process can lead to the Human Resources department having to deal with many tasks and cumbersome paperwork. Fortunately, there are solutions that can reduce the workload to make way for a simpler and more effective process.

These solutions are designed to help you at every stage, from the establishment of the ideal profile, to the dissemination of the job proposal and the selection of the most suitable candidate. Whether you want to create your own page to make the announcement, you want to automatically send requests through different means, or you intend to quickly separate the CVs of the most qualified prospects. All this you can do faster through the appropriate tool.

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