|
|
Selection of new professionals is one of HR's most important tasks, but do you know how to hire good professionals in an agile, assertive and culturally fit way? This involves two issues: planning the selection process effectively and having the ability to identify the talents in the sea of candidates that may arrive from the announcement of vacancies. Hiring is a two-way life: it needs to be interesting for both the company and those interested in being part of the team. On the one hand, the selection process needs to be responsible, but meet the company's needs. This also means keeping an eye on talent. Exceptional professionals have a strong sense of organization, patience and courage. They may move more slowly as they contemplate their path, but they have an inner strength and tenacity that makes them successful at high levels in the long run. How to hire these outstanding people? In this article, we created a tutorial with guidelines for an effective selection process, in addition to listing some qualities that good professionals possess and can be identified when hiring.
summary Tips for an agile and effective selection process Tips for hiring good professionals Tips for an agile and effective selection process Before effectively searching for the most qualified professionals for the available position, you need to make sure that the company offers good working conditions, as well as benefits and other items so that, after all, the candidate wants to work there. This means coming up with a great employer branding strategy and implementing it. Working on the employer brand on an ongoing basis is extremely important for: Attract the best talent on the Brazil Phone Number Data market; Reduce the cost of hiring; Reduce turnover; Improve the company's internal and external image; Increase engagement and productivity. This involves defining objectives in relation to employees and candidates, making attractive proposals, seeking continuous improvement in the work environment, developing leadership and a series of other aspects. Therefore, it is not something done quickly.
It takes planning, diagnosis, testing, construction and constant review of the work done. See, in the next items, how an optimized R&S process can benefit employer branding and vice versa. Professional profile The first step, in addition to what is described above, is to outline in as much detail as possible the profile of the professional who aligns with the company. Both in relation to the prerequisites of the position, which involves technical and behavioral skills, and in relation to alignment with the company culture. It may be interesting to make a checklist of expected requirements to make a first filter on who goes to the interview stage. This speeds up this first phase a lot. R&S process planning Planning the process is essential to save time and money for all parties involved. In addition to increasing the chance of the process having a positive outcome. At this stage, it is important to add information about the company's culture to the candidate's profile, who has technical and behavioral skills. This makes it easier to cross-reference this data.
|
|
發表於 2024-3-12 16:51:44
