The process of recruitment and selection of personnel in a company consists of a series of steps through which the attraction of talent to a position is carried out and the right person is chosen to fill it . During this process, it is essential that the applicant's competencies , knowledge, aptitudes and attitudes match the requirements of the position and the company's profile.
Recruiting and selecting in a suitable way the personnel that will be part of the organization is vital for companies since these tasks are strategic and are considered the basis of an effective administrative management of human talent and, above all, the foundations for performance adequate of it.
Companies face increasing challenges in attracting the best candidates, although the economy and labor market conditions may mean that there is more supply than demand, this does not always mean that the best and most qualified professionals are available to your organization. It is at this point that an effective recruitment and selection process takes on great relevance for companies.
Types of recruitment
In the case of recruitment, this can be of two types:
Internal recruitment: which is carried out with candidates who work within the company to offer them a promotion or make a change in their activities to more challenging or more responsible ones.
External recruitment: it is aimed at candidates who are outside the company and are located by means such as publications in job boards, social networks, advertisements in universities, etc.
6 Common mistakes in the recruitment and selection process
Having an effective recruitment and selection process is a key factor to significantly increase the chances of having the human talent that your company really needs , however; this is not an easy task. At PeopleNext we share 6 common mistakes that companies can make when carrying out this important process.
1. Not having the company's human talent needs well defined
The first step that the organization must take is to have a strategic human resources plan to know its needs according to its strategy and the objectives it wants to achieve. After having made the strategic definition , it is essential that there is a planning prior to the publication of the vacancy in which a description of the position is defined.
The job description is a document that identifies the tasks, responsibilities, level of authority, etc. that a specific position requires . In the same way, it must include the characteristics that the person has to fulfill the job position.
2. Not looking for the candidate's compatibility with the organization
It is important that you not only take into account whether the candidate covers all the functional and knowledge requirements of the position to be held, but also the way in which it adjusts to the organizational culture of the company.
Remember that at the end of the process it is the person who decides the company for which they will work, for this reason it is important that as a recruiter you know the interests and motivators of the candidate to work for the company, if they identify with the values and business philosophy, if they interests the industry. When these factors are not analyzed, the consequence can be staff turnover, job dissatisfaction or incompatibility with the company.
3. Expect the candidate to have the same characteristics as the person who previously held the position
This error can occur in two ways, the first is that the expectations of the recruiter are to find a person who is a replica of the person who previously carried out those activities. The other perspective is to believe that for the person to be suitable for the position, they must have done the same job in a place with similar characteristics.
This, although it may be an indicator of experience and knowledge, does not allow you to take into account the potential, creativity and learning capacity that a person may have who, although not meeting all the criteria, can develop them. For this reason, it is important that the interview is based not only on knowledge but also on job skills.
4. Absence of key personnel during job interviews
As part of the job profile design, you must have defined the hierarchical line of this particular job position, therefore it is essential that key people such as direct managers are active participants in the candidate interview process, although they will not be From the first filter it is important that they are integrated when the human capital department has already qualified the prospect as an option for the vacancy.
Carrying out this practice will allow you to reduce the uncertainty when hiring a person and that he is not compatible with his direct boss, which would lead to an increase in staff turnover.
5. Wanting the candidate to be perfect
When as a recruiter you are focused on looking for the ideal candidate for the position, do not lose sight of the fact that on many occasions a person will not meet 100% of the requirements that are sought and not taking it into account can make you choose a person who is overqualified, this may mean that in the future she perceives that she has no challenges and looks for new opportunities.
Consider whether a person with less experience or education but with the required skills and competencies can better fit the profile. Values and prioritizes the attributes that must be met to carry out the activities, so that there are requirements that are not totally indispensable. It is important to learn to see beyond the short term and recognize the potential in candidates.
6. Offering false expectations of job growth or working conditions
It is important that the candidate knows the work conditions to know if they are favorable to make the decision, for this reason it is essential that he is spoken with all sincerity, that the real scenarios are considered and that the person has complete information about the range salary, activities, scope and growth possibilities. This is favorable for both the company and the candidate since in this way the bases are established to seek the permanence of the employee by hiring the person who is compatible with the position and the organization.
Decisions related to the selection of personnel for an organization must be carried out carefully and analyzed, obtaining as much information as possible from each of the candidates and above all, keeping the objectives of both the position and the company very clear. This in order to choose the right people to be part of the team product support engineer.
SuccessFactors , the human capital software through its recruitment and selection module helps you to carry out this process in a more agile way so that your organization can more quickly and accurately identify the most suitable candidates to achieve the success of your company.
Download the " Competency-based Recruitment Interview Question Guide " totally FREE with which you can support yourself when interviewing your candidates and knowing their potential.
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