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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.

Find out the bests ATS on the market

Meet the 10 best ATS on the market

Information & Technology

If you got here, you probably already know what an ATS (Applicant Tracking System) is in Spanish, Selection Process Management System. However, when it comes to recruitment automation, we are very detailed in the explanation, we do not want anything to escape us. Therefore, although in TalentFY we are not an ats, but an intermediary platform between companies and the best recruiters in the market in record time, today we invite you to know what are the best ATS currently and the reasons why they have positioned themselves as such. When it comes to outsourcing a selection process, automation is the solution. What is an ATS in staff selection? As the name suggests, a recruitment ATS is a software or program that manages the entire recruitment process. The automation of robotic processes through a single interface makes the recruitment process accelerate and the time spent on filling vacancies decreases, an example is the typical publication of offer in the different job portals and subsequent monitoring. Currently, with the advent of digital transformation, the use of this type of digital tools is almost imperative in human resources. These recruitment software will help you search and filter candidate resumes according to the parameters required by your organization. Top 10 best staff selection software 1. Greenhouse It offers a user-friendly platform, with different interaction models for candidates, which involves the whole team in the process. With Greenhouse, talent recruitment goes from an isolated process to a strategic business base. This software will allow you to automate administrative load by customizing various functions, measuring candidate experience and integrating workflows. 2. SmartRecruiters This is a platform for companies who want to take advantage of the functionality of a modern candidate tracking system. SmartRecruiters has the ability to adapt to complicated needs of the company and align with the international requirements of companies with headquarters in different countries. Thus, it is a secure software with excellent usability reviews, its users applaud how easy it is for the selection team and how comfortable it is for candidates. 3. Jobvite Thanks to artificial intelligence this platform gives its customers a fast, assertive and reliable hiring. Its software is characterized by being easy to use and with tools to make social recruitment. In addition, it helps internal recruitment teams excel at all stages of the selection process, while offering an excellent experience for the candidate. 4. Lever It is a recruitment and selection software with solutions specialized in small and medium enterprises, has managed to manage the entire life cycle of profiles during the selection process from a single system. Additionally, it allows the team to work collaboratively from one platform and integrates seamlessly with almost all major HR technology platforms. 5. BreezyHR Designed to reap the benefits of collaborative recruitment and end-to-end hiring for teams of 10 to 10,000 people. It will not only allow you to automate tasks such as posting job offers on more than 50 job search sites, but also selection, interview scheduling and tracking. Breezy HR is characterized by its modern approach to candidate tracking. 6. TeamTailor TeamTailor allows you to 100% customize the page layout that candidates view by improving their experience with the brand. This can be the solution that will help you attract more and better candidates with multiple recruitment processes, increasing your candidate database. Based on the above, you will have an ATS software with all the functionalities to reinforce your employer branding, CX and analysis in your selection process. 7. ClearCompany Their recruitment software is integrated with a robust ATS suite that allows organizations to view information throughout the employee lifecycle. With ClearCompany you can have solutions in recruitment, onboarding, planning, goal alignment, results management, among others. 8. Warkable One of the most used software globally that will allow you to find and attract talent from a large volume of candidates at the same time. Its automated AI tools provide fast and secure global support, as well as recruitment tutorials, onboarding assistance and highly qualified recruitment teams. For this reason, Workable allows a simple and collaborative use for the people in charge of the selection process. 9. Bizneo It is a platform that will allow you to attract talent and manage various Human Resources processes, in one place. In addition, Bizneo offers content to improve your HR practices. You and your employees will be able to handle different routine activities from the mobile safely. 10. Altamira Recruiting Altamira Recruiting will allow you to leverage and automate your candidate database, as well as customize the software according to your needs. This platform will allow you to manage the selection process and the employer branding of your organization. In this way, you will no longer have to receive the CVs by email, in a single platform you will have access to all the information, as well as the advantage of making social recruitment. That’s it! Now that you know which are the best personnel selection software on the market, we invite you to review them and find the one that best suits your needs. Remember that on the TalentFY blog you will find all about recruitment every week 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 directly in your inbox.

Multicultural companies advantages and challenges

Multicultural companies: advantages and challenges

HHRR

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.

new recruitment techniques

6 new recruitment techniques you should know

Digital Transformation

Currently, all companies want in their workforce the best profiles, which adapt both in the workplace and in the culture and values of the business. Although it is not an easy process, there are now tools to eliminate a little difficulty in finding the ideal candidate. Depending on the open positions different techniques should be used or combined, in the case of IT profiles you can know some more focused here. 1. Gamification: One of the most successful and common recruitment techniques today. It’s about using game tools to test candidates in a more dynamic and entertaining way. These games evaluate the qualities and knowledge in different situations, also take into account the reaction of the evaluated to a specific case. 2. Video – Interview: More and more companies are betting on the use of online platforms such as Skype or Teams to make their selection processes, especially if it is a massive one. The video-call serves to know and evaluate the nonverbal language of the candidates and to make a filter that allows to advance later, if the case, to a face-to-face interview. It will also save the company time and money. 3. Pre-recorded video calls: These interviews are a great time saver for HR staff as instead of interviewing candidates one by one they only have to record the most important questions once and leave them scheduled so that all candidates can see them from independently. As in the video call, digital platforms are used and aspects that facilitate the initial filter are evaluated. 4. Smart recruitment: Algorithms that work through artificial intelligence, allow to analyze and cross information to find ideal candidates based on the needs of the company and the mandatory skills to fill the vacancy. For this, it is becoming more common for companies to outsource their selection processes to platforms such as TalentFY that will bring benefits and quality, in the shortest possible time. 5. Inbound recruiting: Implement marketing as a strategy of recruitment and recognition, not only serves new customers, but also, new candidates. Even those who are not looking for a new job. Inbound Recruiting uses social networks and media to publicize the benefits offered by the company, internal policies, etc. All this, with the purpose of making the candidates communicate through these platforms. 6. The blind resumee: Focusing on the skills of the candidate should be the most important when choosing, previous studies and experiences are decisive to evaluate a resume in depth in the early stages of the selection process. Resumes that do not contain the candidate’s personal traits such as name or date of birth. The aim is to judge objectively by getting rid of prejudices concerning age, gender, race, etc. And you: What techniques do you use to find your ideal candidate? Did any of the techniques we mentioned help you? 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

HHRR

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.