Carrying out a good staff recruitment strategy and selection process leads to the acquisition of the right candidate to perform a specific job. This, in turn, translates into an increase in productivity and time savings for the company. Additionally, it can help to avoid scenarios of labor turnover and losses due to non-compliance with objectives.
Organizations are made up of teams, each of which has specific skills, competencies and talents. Choosing each member using recruitment best practices will be decisive in the success of the organization. For this reason, the selection and recruitment processes must be developed to take into account the tangible and intangible qualities of each applicant and not merely focus on technical skills.
Through analysis of the applicants, you can determine the skills, behaviors, and knowledge of each candidate, in addition to their cultural and social characteristics.
When you consider these aspects in hiring the best candidate, you maximize team productivity, improve the work environment, bolster the quality of life of the candidate, increase staff motivation, and eventually achieve the objectives of the organization when it initiated the hiring process.
Recruitment of the Best Candidate
In this regard, a top recruitment, leadership, and organizational culture expert, Dave Fox, argues:
“While it’s true that in most cases these are urgent situations with little time for the selection process, it’s also important to cover all the bases lest you end up with someone who is not a proper fit for your organization.” A frequent mistake on the part of organizations, startups, and small businesses is not establishing an appropriate contracting strategy, whether due to the urgency of the cases, inadequate acquisition of profiles, poor staff valuation, cost reduction, etc. This situation usually results in failing to bring on the best candidate, leaving you with someone who does not fit the needs of the company.
Creating and utilizing a recruitment strategy will also help to make the process repeatable and consistent. The success of your company depends on hiring the best talent available. After all, they are the engine of your productivity, and as such, you need all parts to work perfectly.
- Good organizational culture
The organizational culture is defined by the fundamental values of your company. It is important to define these values before starting to recruit, as it helps you identify the type of employee you need.
- Determine job duties
Developing the job description is a necessary exercise to identify your ideal candidate. Pay attention to the technical skills a candidate will need to complete the required tasks but also to the social skills that the applicant must have to smoothly integrate into your organization. When you have defined your organizational culture well, you will know how to identify the personality of the candidate you need.
- Utilize social media
Consider social networks as one of your most effective tools. Through them, you can search for more information about the candidate you are considering and see if they’re the type of person you would hire. You can also use social media to research references given by the candidate. In addition, social networks are an excellent way to capture the attention of potential candidates.
- Media
Think about the type of candidate you are looking for and ask yourself the most effective means of finding them. It makes no sense to place your ad in the newspaper if the person you’re looking for is always on social networks. Based on the job you’re offering, you can make an educated guess as to which medium is most suitable to attract those candidates.
Developing these strategies and putting them into practice will result in a more effective and efficient recruitment process. It will help you save time on employees who do not meet the vacancy criteria or who simply do not correspond to your organizational culture. It will also limit the amount of money you invest in the process, and leave you with a candidate better prepared to do the work you need done. In the end, you’ll be in a far better position to achieve your organizational goals.