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Top 5 strategies for mass recruitment

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When we talk about hiring a large number of employees in the shortest possible time, we refer to mass recruitment. This technique is usually implemented by companies that need to fill a high number of vacancies and do not have the time to carry out the filters that are common in the selection processes. What is mass recruitment? Basically, it is a selection process carried out by the human resources department of a company that can vary depending on the company’s needs and the conditions of the vacancy. In general terms, it is used to hire many qualified candidates for the same position. Although it is not common to find many companies that implement this form of recruitment, it is the most efficient solution when it comes to incorporating suitable candidates in short periods of time. That’s why it is essential to execute it in the best possible way. Therefore, we recommend 5 strategies that can be very useful when recruiting on a mass scale: 5 strategies for mass recruitment: 1. Define the vacancies to be filled To start this selection process, it is essential to begin by identifying and analyzing the needs of the vacancy. This will make it easier for you or your human resources team to filter candidates more efficiently according to the established conditions. Once the offer is defined, all you have to do is write it attractively and you’re ready to go! 2. Use digital platforms! The traffic that job postings can generate on social media today is massive. In fact, LinkedIn is one of the largest job portals worldwide, and it is a social network. Choose to publish your vacancy on all social media platforms and job portals. This will increase the likelihood of finding the largest number of candidates in the shortest possible time. However, try to avoid duplicate resumes, as they can waste your time and delay the achievement of objectives. 3. Use multiple-choice filter questions One way to simplify the process and see results in less time is to understand that mass recruitment does not involve conducting personalized interviews that take into account the soft skills of the candidates. On the contrary, this type of recruitment focuses on the studies and technical or professional skills of the interested candidates. The recommendation from TalentFY is to aim for filters that allow you to specifically determine what you are interested in, and conduct surveys or multiple-choice selection forms that provide you with metrics. Once you interpret the results, selecting the best candidates will be easier. 4. Job fairs Attending job fairs is always a good idea, especially if you are expanding your company. It is important to research the main fairs related to your sector and consider participating not only to promote your vacancies but also to promote your company. Depending on the type of fair you register for, these events can also expand your network of contacts and help you achieve your objectives. 5. Outsource the process If you don’t have enough time to implement these mass recruitment strategies or if you find it difficult to find the best candidates in a short period of time, your best option is to outsource the process. TalentFY can find the candidates you need in less than 10 days and guarantees you a simple selection process. The solution has never been so close at hand. Try our platform now!

Know the main phases of the selection process

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It is not an easy task to open a vacancy and allocate the time required to go through each phase of the selection process it entails. However, it is something that all companies must consider in order to ensure optimal functioning that allows them to stand out from the competition. Human capital is undoubtedly the fundamental pillar of any company, and therefore, it must be selected optimally for the successful development of each of the processes that will be carried out once all the phases of the personnel selection process are completed. The most common questions are, where can I start? Where can I find specialized recruiters? What steps should I follow? Although there is no standard guide for all companies, vacancies, and candidates, we can inform you about the stages that are common in employee recruitment. Stages of recruitment and personnel selection The main and most common stages of the recruitment and personnel selection process are as follows:  1. Creation of the vacancy Although we have mentioned earlier that there is no standard for the phases of the selection process, it is undeniable to consider that without a need for incorporation, it is impossible to initiate this process. Therefore, the first step is to clearly identify each of these needs in order to use them as a basis for the job profile description, duration, and tasks to be performed by the candidate. If this profile is created in the most detailed way possible, time and future inconveniences due to non-compliance with agreed terms will be saved. 2. Opening of the vacancy In relation to our first step, the vacancy is opened, and simultaneously, the search for the ideal candidate begins.For this phase, each company usually opts for their preferred methodology, whether through mass communication channels such as social media or their website, to avoid receiving multiple resumes and prolonging the process. However, new trends in personnel selection are emerging that can adapt to the company’s and employee’s needs. Which methodology do you think best suits your needs? 3. Preselection of candidates Once the job offer and interested candidates are published, it is necessary for the human resources department to select candidates who meet the majority of the required requirements to fill the vacancy, and at the same time, candidates who apply without meeting the requirements will be discarded. In the case of digital profiles, this stage can take a lot of time and effort, which companies rarely have. External recruitment sources have been created for this purpose, which are of great help to companies looking to modernize their selection processes. If you are looking for one of these profiles, you should know that TalentFY can help you find the best candidate in less than 10 days. Are you interested? 4. First filter Generally, the number of filters in the selection processes depends on the size of the company or the position for which the process is being conducted. If your company is growing, we recommend establishing solid foundations when hiring your staff. Consider the values of your company and your long-term goals. Additionally, the human resources department can carry out aptitude tests, trial calls, language exams, etc., regardless of the size of the company, based on the future tasks to be performed by the employee, in relation to what can be evidenced in the candidate’s resume. 5. Interview Once the filters requested by your department are approved, an interview is conducted that will determine the candidate’s future in the company.In the case of profiles specialized in the digital area, such as Artificial Intelligence, a technical test will need to be previously approved, which is not common in traditional selection processes. Once these are successfully approved, a virtual or face-to-face meeting with the candidate takes place. Generally, these interviews are conducted by the direct supervisor or a highly qualified person to make a decision regarding the qualification of a candidate to be accepted or rejected by the company. It is important to consider aspects such as the candidate’s soft skills in this phase, understanding these as personal abilities that will allow them to interact with others and will give you the opportunity to learn more about their intentions once they join the company. This will make communication with the interviewee easier and lead you to make the right decision. 6. Hiring The hiring phase marks the end of the selection process stages. Once the filters and the interview are successfully passed, the final step is the incorporation into the company. It only remains to inform the candidate of the decision made and for them to accept the agreed conditions. Every detail depends on the company’s labor and legal area, and each contract is determined according to the hired vacancy. Now that you know the main phases of the personnel selection process and the importance of carrying it out correctly to achieve good results for your company, it is important that you learn more about the service we offer at TalentFY and how easy it can be to find the ideal candidate. What are you waiting for to try the platform?

Human resources trends for 2023

7 human resources trends for 2023

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Human resources are a constantly evolving field and, as we enter 2023, there are several trends and challenges that will shape the way companies approach their HR strategies. Don’t you know what the new work trends are? Remote work The COVID-19 pandemic has accelerated the shift to teleworking, and many companies are likely to continue to offer flexible working arrangements in the future. However, this poses new challenges for HR teams, such as maintaining employee engagement and productivity and ensuring compliance with distance working policies. Employee well-being The employee well-being will become increasingly important as companies seek to support the mental and physical health of their workforce. This includes providing access to mental health resources and promoting work-life balance. However, the HR teams will need to consider privacy issues and legal requirements to address mental health in the workplace. Diversity, equity and inclusion: Businesses will continue to focus on creating inclusive and equitable workplaces, emphasizing the recruitment and promotion of a diverse workforce. However, this requires a deep understanding of the unconscious prejudices that can influence the hiring and promotion decisions, as well as the willingness to challenge long-standing corporate culture. Artificial intelligence (AI) and automation: AI will play a greater role in human resources, with the potential to automate repetitive tasks and improve the hiring process, performance evaluations and employee engagement. However, the RRHH teams will need to consider the IA’s ethical implications and ensure that it is implemented in a way that respects employee privacy and promotes equity. Commitment of the employees: Companies will focus more on employee engagementas it has been shown to improve productivity, reduce turnover and improve the overall employee experience. However, the HR teams will have to find new and innovative ways to keep employees engaged in a remote work environment. Learning and development: Companies will invest more in the development of their employees, to maintain their competitiveness and adapt to the changing needs of the business. However, the HR teams will have to find ways to provide significant learning opportunities that are accessible to all employees, regardless of their location or function. Compliance and legal aspects: As laws and regulations change, the HR team. will need to keep up to date and comply with areas such as data privacy, wage and hour laws, and anti-discrimination laws. This requires a thorough knowledge of the legal landscape and the ability to adapt quickly to new regulations. And that’s it! These are just a few examples of the trends and challenges that are likely to shape the human resources field in 2023. As we enter the new year, HR teams will need to be agile and adaptable, and able to navigate these challenges in order to support their businesses and employees as effectively as possible.

Headhunters in Spain

Headhunters in Spain

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TalentFY finds your ideal candidate in 10 days. Discover our headhunting services in Spain today.

Multicultural companies advantages and challenges

Multicultural companies: advantages and challenges

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New technologies allow companies to have professionals from different parts of the world creating multicultural companies with new challenges and advantages. According to a study by Boston Consulting Group (The Mix That Matters: Innovation Through Diversity), multicultural companies earn 19% more revenue than others. Undoubtedly having the knowledge of different cultures is a great advantage for companies but also a challenge when managing communication and corporate culture. In this blog we tell you what are the main advantages and challenges of multicultural companies. Advantages of working in multicultural companies Improves creativity The variety of ideas has to do with the cultural richness of the teams that allows them to have different points of view according to their professional and personal experiences. Additionally, problem solving is enriched by the behavioral styles of each culture. Improves productivity The diversity of thinking will create innovative ideas that will give a boost to the projects of the organization improving its results. In this way, the contributions of the team members that generate constructive criticism will make the company increase its ability to detect opportunities for improvement, to correct them and thus generate greater profit. Enhances the reputation Multiculturalism brings integration through corporate values with which the team will be a sample of the good management of corporate culture thus improving its reputation. Likewise, when working on the integration of the team, the employer branding is also worked with which the image of the organization is strengthened. The good reputation that results from well-done internal work will undoubtedly be reflected in the results of the entity. Challenges in managing professionals in multicultural companies Managing cultural differences Finding the midpoint to manage the needs of each culture can be a big challenge. The answer to this challenge is the integration of the team around the values of the organization promoting the listening and active participation of employees. A good question to consider is this culture that can bring you to my corporate values and how can you manage it? In this way the cultural richness of the organization will increase focused on the institutional horizon. Enjoying and enhancing diversity Diversity becomes a value of the organization as long as it is managed correctly. For this it is essential to incorporate the ideas of the different members of the team and generate processes of cultural dissemination and exchange of experiences. Although it is not possible to respond to each of the cultural needs if inclusion policies can be generated that reduce conflicts and improve the company’s results. Ensure that there are no discriminatory attitudes The management of multicultural templates requires a thorough knowledge of existing legislation, which prohibits any discrimination in terms of racial origin, religion or belief. It must be made very clear that no discriminatory policy or attitude will be allowed. Adapting the selection processes It is not necessary to consider the need to have a multicultural workforce, but to hire professionals according to their professional abilities. This prevents, if necessary, the homogenization of the workforce on the basis of national or racial identity. A good way to achieve this is to make use of blind CV, if you want to know more we recommend you read our article All you should know about blind CV. Offer flexibility and adaptability It is important to make holiday periods more flexible according to the needs of your workers and to enable spaces for their different peculiarities. And you: Are you part of a multicultural company? What do you do to best manage cultural differences? Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.

Human capital retention tips for retaining your employees

The importance of having a good value proposition for the employee

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We know that one of the most important assets of organizations are their workers, so we want to talk to you about the loyalty of human capital. You may be wondering why employee loyalty is so important. Well, one of the main reasons is because it helps to decrease the turnover rate of staff in each company. In general, and according to the latest report by Adecco, the turnover in Spain is 22.6% and as expected, one of the reasons is that employees get better salary offers, but also the working climate is determinant. When organizations have high levels of staff turnover they risk losing time and money in the search for new talent, as well as shedding the   kow-how  that each professional can contribute in their position. That’s why from TalentFY, with our expertise in   headhunter consulting, we want to share some tips that will help you maintain your team over time. 5 tips for attracting and retaining talent While there may be many strategies, tactics and actions to retain your employees, we share 5 key tips to better connect with your team. 1. Fair pay This is the basis of everything, if an employee knows that his work is well paid he will work at ease. It is true that we would always like to be paid more, but when that feeling remains constant while the daily activities are carried out, a discontent arises from having a high workload and low remuneration, is when the alarms must be set off. For this reason, the economic proposal presented to employees must be consistent with the tasks to be performed, studies, experience and wage bands of the labor market. We take this opportunity to recommend reading our article on how much a recruitment and selection process costs. 3. Growth Opportunities Although money is always important, issues such as corporate culture, the purpose of the organization and the good work climate make a difference. The mental health of workers is a fundamental aspect that companies must take into account when increasing the workload and delegating activities. This way the work teams will feel part of the organization and we will be improving the loyalty of human capital. If you want to know how the emotional well-being of your team affects productivity we invite you to review our guide “Emotional well-being at work and Employer Branding”. 3. Growth Opportunities Growth opportunities can be seen in three ways: Professional development: That is, job opportunities for growth within the organization itself or the movement to different departments. Training: The opportunity to have training in topics that further specialize the employee in their daily tasks and projects. Innovation: Create a climate that allows employees to contribute ideas that can be applied to improving productivity. 4. Recognition Recognition in organizations should be done either individually or in groups and is as important as when calls for attention or feedback are made One key is that calls for attention are made privately, while acknowledgments can be made both privately and publicly. When a worker sees that his work has value within the organization he feels more commitment and willingness to meet the proposed objectives. 5. Empathy With empathy we mean putting ourselves in each other people’s shoes to understand how the world sees so connect and reach agreements. Being empathetic with employees is a way of demonstrating confidence, something highly valued by teams. In addition, flexibility of time and telework are a great tool to improve the performance of your employees since they allow you to reconcile personal and work life. These tips will help you to improve the loyalty of human capital and avoid increasing job rotation, keeping staff in your company for longer. Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.