“You are what you eat” is an expression that can be perfectly applied to the field of recruitment or personnel selection. If you hire the best professionals, your company will have better work performance. Companies, not only in Chile, but throughout the world, depend on or function largely thanks to their employees or collaborators, and that is why it is vitally important to avoid mistakes when hiring.
Tips for the staff selection process:
1. Use appropriate language in your offers
There are several recruiting channels nowadays, so it is natural that you are unaware of some of the details in the process. Continuous improvement is the only way to become a better recruiter.
Automation is great, right? With just one click, your job offer can be in front of thousands of candidates. The problem? Most of the time, offers are written in terms that are focused on the employer, not in terms that the candidate can understand. This can result in an offer that is not very interesting for candidates.
Use keywords that will capture the interest of your ideal candidates. It is better to attract the attention of 100 valuable candidates than thousands of people who do not meet the requirements. This way, all parties do not waste time and effort in the process.
2. Planning
Another key to success in a personnel selection process is good planning. It is necessary to plan the selection process to know how it will be carried out. Of course, this should always be done after having assessed the needs.
3. Take into account the needs of the organization
Every company is different and has its own values, work environment and way of working. Employees must not only fit into the job, but also into the organization and its culture. Knowing the company thoroughly is also key to being able to evaluate candidates who aspire to a job within it.
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4. Be brief and concise in your offers
Simplicity is key. Write the offer as precisely and clearly as possible . If the person is really interested, they will check your organization's website and other social networks to find out a little more about you.
When writing your job posting, it can be helpful to answer the following question: Would I apply for this job posting? It's easy to hide behind the phrase "the more you know about a candidate, the better you can judge them." Do we really need to know how many A's they got in college? Probably not. The same reasoning can be applied to job postings.
Before continuing to read about how to face a personnel selection process , you may be interested in: Tips for writing a job offer
5. Communication is your best asset!
A good recruiting process is much more than just matching the right candidates with the right job opening. The best recruiters invest their time in getting to know their potential employees . They identify what drives them and learn what they are really looking for. The problem? Today, most companies do not have the structure to implement this form of recruiting. Candidates slip through the cracks and are forgotten if they do not meet the requirements at the time.
Although, there may be a different role that they would be better suited for or perhaps in six months you will have more options for that candidate. This will be helpful when a position opens up, as you will know in advance who is ready to be hired.
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6. Look for passive candidates
With the emergence of the 3.0 world, a new way of recruiting has emerged, and that is the search for passive candidates, something that works very well for certain positions, for example, senior positions. The passive candidate usually does not have the need to change jobs, but is a talent that is usually highly valued.
7. Interview like a pro
Applying a rigorous process of questions to determine if a candidate is the right fit for your company can make the process tedious and inflexible.
It is important to find out if a candidate has the right qualities to do the job, and once you have determined that this is the case, you need to consider whether they fit into the company culture.
Ask yourself: How would he or she interact with your work group or clients? Would you enjoy sitting next to that person for 8 hours a day?
Asking the right questions will give you the answers you need when selecting or recruiting staff!
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