Emotional well-being in work productivity
Have you ever wondered how the emotional well-being of your team affects work productivity? We tell you how to manage it.
HumanResources
Artificial Intelligence in Staff Selection
Today’s world of work is increasingly mediated by new technologies such as the use of artificial intelligence for the selection of people. This is why it is essential to understand how AI can help in this important process for anyone looking for job opportunities and for companies looking for the best profiles. From TalentFY we are dedicated to finding the best profiles for IT and Digital Marketing positions in up to 10 days, and this is possible thanks to our algorithm developed with artificial intelligence and the work of specialized recruiters who are meticulously chosen by our platform to find the best talent. During the TalentFY Spring Meeting, our HRBP Gabriel Altuve spoke with Elena Tobar, Raúl García and Lluís Fiore, recruiters with more than 15 years of experience in the sector. A talk to discuss the importance of the use of artificial intelligence in the selection process and its impact on the recruiting sector. Talking about artificial intelligence in personnel selection Gabriel: Attracting talent is a big challenge. What is the most difficult position you have had to find? Raul: A flexicoker commissioning operator, first I had to understand what it is, to know what the customer required. In the end we succeeded, it’s also a matter of desire, of digging and wanting to eat the world. Elena: The ones that have always been difficult for me are those that are in towns or places far from the big cities. The client wants me to live nearby because of the location. In the end, with experience and knowledge of the sector, the problem is solved. Lluís: I remember a technological profile, a Java, at that time I didn’t know him. Interviewing a person without having the context and without speaking their language was complicated. G: The average tenure is 18 months. What do you think drives employees to change jobs? E: The lack of possibilities to continue developing in the company, to reach the ceiling, is a lack of motivation. L: Now the context has changed so much that there are so many reasons and variables that it is difficult to name just one. Salary is undoubtedly in the top 3, in tech profiles having options to evolve is also important because technology changes very fast, and now the possibility of working at home. G: Also the issue of disconnection, mental health is in that top, isn’t it? A: Yes, there are many factors, it depends on each person, we are different and each one of us has our own initial motivations, so your expectations may change. Hybrid work G: Talking about hybrid work, do you think that family reconciliation becomes more important and becomes a key factor for workers to decide to change jobs? L: It’s no longer just a matter of family reconciliation. The new generations already come with the disconnection chip, you have to look for the perfect model for your equipment. For me the hybrid model is the best E: Offering hybrid or the modality that the company can adapt is the most appropriate. A: We have evolved a lot, and the pandemic has created this two-pronged approach. We always talked about happiness at work as you find it in the company, yes, but you also have to look for it yourself. G: Returning to the subject of teleworking, junior profiles have perhaps been the most affected post pandemic. What about junior profiles that need follow-up and are home alone? A: We also have to identify what we want and what profiles we want to work with. Identifying needs as a whole, but also personal needs, is a challenge for companies in the concept of promoting integrity, development, caring for people and happiness at work. L:There are many tools out there for teams to see each other and work together. I would propose a flexible hybrid model, I speak more from happiness. We are social beings, and while you can work perfectly well with your team without meeting each other, you do need the human factor. AI in candidate search G: We have seen that the big tech companies are using bots and AI to screen candidates and contact them; will this work for junior profiles? E: In my opinion, for no type of profile L: Over the years you realize that machines can support you, but they can’t make a decision today. Even if it is the right one, I believe that even when we talk about people, the human factor is needed. A: In the end, the human factor is fundamental; we can rely on AI to reach candidates that might otherwise be more difficult to reach. The human factor will never go unnoticed in HR. E: Sometimes it has happened to us that the curriculum changes when you talk to the person. And you say to yourself, thank goodness I called, because you’re surprised. It is also about sensations. G: It is a fact that technology can never replace the human part in what we do. In what tasks do you consider that technology will never be able to overcome the human factor? L: In anything that requires person-to-person contact. AI is brutal, it improves many processes, so it must be there. In a selection process there are so many variables that the human factor must be present, AI can suggest things to us but not currently make decisions. A: In decision making, it will not replace it. What is the point of having tools to analyze if we do not draw conclusions from these data. This happens in many companies. L: I think artificial intelligence can limit bad recruiters. This is important because good recruitment defines whether a company goes up or down. A: In the end, you have to set up barriers that can be limited with AI. G: What technological changes would you like to make in recruitment? L: Improve communication channels with professionals. Today we are too limited to give some well-explained information. Also some tool that
10 Most Requested Profiles in Digital Marketing
Nowadays, job opportunities related to the online world are increasingly common, we tell you what are the most requested profiles in Digital Marketing. But before we start, let’s start at the beginning. Do you know what digital marketing is? We live in a society where these two words have become so famous that we often repeat them without understanding what they are. Well, Digital Marketing, are all those strategies that focus on delivering value to customers through digital media to achieve sales, notoriety or loyalty. In this way, you will face the challenge of connecting your company/brand with the online community in a world where audiences are saturated with information. From TalentFY we are also experts in recruiting or selecting staff for Digital Marketing profiles, if you want to know how our end-to-end management platform for talent selection works you can ask for more information here. The challenge will be to find new ways to reach your customers through the internet and for this the 10 most requested profiles in a team of MK Digital are: Social media manager He is the person who leads the management of social networks. This position will have the responsibility to build the Digital Marketing plan based on the marketing plan and the objectives of the organization. It will also guide the strategy that will define the company’s social media presence. In this position you will have to be very updated with all the trends of the digital world with which you can generate valuable content. Additionally, this charge must be connected with what the competition does and with the measurement of KPIs to make constant adjustments in the strategy. Remember that the online world is constantly changing and staying behind is not an option. Community Manager This is one of the most controversial profiles since in many cases the limits of the assigned tasks are a bit confusing. The Community Manager is responsible for running the strategy created by the SMM, can also participate in the creation of the same, but its function is to implement it. In this way, this position has a great responsibility in its hands: the care of the online reputation and image of the organization. In this position it is necessary to have skills such as attention to detail, time planning, design knowledge, patience to manage PQRs and analysis ability to generate performance reports. Topics such as design and graphic skills will be conditioned by the type of company where you work since some delegate web design and content in this position. Content Creator Here we have the creatives and designers. In fact depending on the organization this position may appear as Creative or Web Designer. The people who occupy these positions will be responsible for doing magic, yes, they are those who graphically/visually reflect the ideas presented in the plan of the SMM. A content creator is responsible for creating pieces of value that generate connection with the audience. This position requires creative people, experts in design, with good writing and interested in the current digital trends. Copywriter This position will be responsible for writing all the texts of the contents proposed by SMM. Among the types of material you can write are blogs, texts (copy) for social networks, emails, newsletter, special content, scripts, among others. The person in this position should have a great passion for research and writing for the internet as well as a lot of creativity. This role should have the ability to write about any topic with the ability to transform ideas into messages that connect with the audience to produce sales. SEO Expert/Consultant (Search Engine Optimization) This position is responsible for optimizing the positioning of the company’s digital communication channels in web search engines. Your challenge will be to get them to appear organically at the top of the search engines to generate traffic to the website. For this, the SEO consultant must use the right keywords, manage the architecture of the web, get input links and verify the outgoing, as well as constantly analyze what happens on the web to implement improvements. Expert in SEM (Search Engine Marketing) This position will be responsible for managing advertising campaigns, paid, to appear in the results of search engines. The person in this position will work with ad creation, use and purchase of keywords, bid management The professional in this work must have the analytical ability to know how to most effectively invest the budget allocated for online ads. Web analyst and developer This position will ensure that the website interface and microsites work properly. This person will work hand in hand with creatives to make their ideas come true on the web with the necessary parameters to have good navigability. In this role the ability to analyze and solve problems is very important as it will support the website and schedule all the necessary changes. E-commerce expert The first thing to be clear is that e-commerce is the equivalent of an online store where there is buying and selling products through the internet. That being so, the e-commerce expert is the person in charge of managing that store creating strategies that make sales grow on the web. For this, the position of the ecommerce must analyze data, improve the user experience on the web, monitor the proper functioning of the online store and update product catalogs. Some of the skills the person in this position should have are the ability to analyze data, writing skills, creativity and market knowledge and digital marketing. Inbound Marketing Specialist Remember that Inbound Marketing is responsible for developing tactics to approach customers, non-invasively, through the creation of valuable content in the digital world. This position will guide the creation of these valuable content following the overall strategy of SMM. They should be able to understand, or sometimes create, the customer journey to develop the most appropriate content for each stage, you should also support the definition of the buyer persona. Its goal will be, through
How to optimize employer branding?
If you want to attract the best talent, optimizing employer branding will be a great opportunity to become the organization where everyone wants to work. In this blog we give you some basics and tips to improve this concept in your organization. You can learn more about each of the tips that we will talk about in our guide Emotional Wellbeing at Work and Employer Brandingmade together with Personrie. Let’s start with the basics: What is employer branding? It is a term that describes the emotions and opinions that the company arouses as an ideal place to work according to the direct or indirect experiences of its audience. This information can be true or false, it is more about the perception that you have about the organization, but of course, you have to work with honesty and consistency to make it work. Optimizing employer branding is becoming increasingly important for companies amidst the competition in the market, where professionals apply to several offers at the same time. How to improve employer branding? Observe and analyze Do you remember the famous SWOT? Well, it will be a very useful tool to clearly see your strengths and opportunities for improvement according to the environment. Adjusts and improves Analysis alone is not enough to generate changes; we must work on the points to be improved and be creative to develop new strategies. Take care of your selection process Attracting talent doesn’t start when you publish an offer, it starts when you plan the selection process. Yes, as always, planning is the key. Cultivate your corporate culture The ideal workplace is not only framed in terms of salary or professional satisfaction, but also in terms of organizational culture. According to the 2021 report from Randstadreport, 64% of job candidates in Spain are interested in working in an organization with a good working environment. Believe in your brand Trusting what your campaign does and its values will help in the creation of strategies that strengthen organizational culture, employee confidence in the company and employer branding. What not to do Another way to optimize employer branding in your company is to be clear about the things you should avoid, for example: Failure to strengthen the employee value proposition Employer branding is not a process to work outwardly, it must be developed consciously and transparently from your corporate culture. Not having a plan for Employer Branding Most of the time when we do things without planning they don’t go well and this is no exception. Do not include your team This is everyone’s process, in which your team must be involved. So listening to their comments and recommendations will be your starting point. Not believing in social networks Social networks are the universe where we find everything, among many things work. Thus, the presence of our offers on the networks must be taken into account. As you can see, optimizing employer branding will not only help strengthen your corporate brand but will also ensure that you attract the best talent to your company. How do you optimize employer branding in your organization? 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.
Startups launch the #HelpUkraine campaign to help Ukrainian IT professionals
In the midst of MWC22, startups launch the #HelpUkraine campaign to help Ukrainian IT professionals Tech startups lead a social initiative to help Ukrainian IT profiles who have had to leave their country to find professional opportunities. All this without economic benefit for the organization. Tech companies such as TalentFY, Cooltra, Belvo, Psonríe, Cuideo, MOBs, GoodNews, Columat, Proppos, Discoverfy.io, Method Logistics, Swapay, Cleverea, MiCuento, Refruiting and the tech investors Manuel Mates, Ignacio Rusad y Joan Mas are going to boost this initiative, thus generating a joint work of the startup sector. Barcelona 03 March 2022 Tech startups at MWC say NO to war. With the help of TalentFY and other companies in the startup sector, this social initiative was born that will allow managing job opportunities for professionals in the IT fieldwho have had to leave Ukraine because of the current situation. According to ONU, the conflict in Ukraine leaves more than 520,000 refugees, a figure that is expected to continue increasing exponentially in the coming hours. According to data from the INE, the Ukrainian community in Spain becomes about 112,000 people, with which the country expects a massive influx of Ukrainian citizens. In this way, Spain will begin to work on processes to facilitate the procedures of foreigners in the face of this dramatic exodus. Faced with this situation, TalentFY will work with national and international recruiters such as VanHack and also Ukrainians such as PSR Company, GlobRecs or DNA325 to help in the selection processes and in the relocation of professional profiles, together with the bilateral Chamber of Ukraine and Spain and also with Spanish public bodies to facilitate the documentation and contracting processes in Spain. The companies offer their support to the people of Ukraine and are willing to connect with the talent of Ukraine through this initiative led by TalentFY. Participants are also offering help in many ways: Psonríe joins the manifesto to offer psychology and emotional support sessions to new employees after overcoming the war climate in Ukraine. MOBs offers a donation of the benefits obtained in the following month to Hambrecero.es, NGO. GoodNews is donating all the profits made in its corners in coffee sales to the Ukrainian Red Cross. Others like Cuideo, Belvo, Columat, Proppos, SwaPay, Refruiting, Discoverfy.io, Method Logistics, Cleverea & MiCuento have joined the leadership of this initiative to repel the invasion and give confidence to the people of Ukraine. The startup sector comes together from different fields to help the Ukrainian people, as TalentFY CEO Santi Molins says ‘In the face of this unfortunate situation, our sector is united so that just as day by day we give solutions in our markets, today we provide a grain of sand and support those who have had to give up everything and flee the war in Ukraine. ’ All the support of the Spanish Tech ecosystem is with you. We say unanimously: Stop the war NOW! MEDIA CONTACT Denis Pereta Head of Communication 673 455 282 denis.pereta@ytalentfy.com More infohttps://www.ytalentfy.com About TalentFY TalentFY is a marketplace between companies and freelance recruiters that helps organizations find their IT candidates. The Barcelona startup closed a Seed round of 300,000 euros in September 2021 and works with clients such as MiCuento, Cleverea or Paack and also with corporations such as Telefónica or Fluidra. 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.
Tips for improving your selection process
Are you ready to hire new talent? Before you continue, we invite you to read some tips to improve your selection process. Remember that this is a fundamental stage for your organization that deserves all the care and planning. Describe the position you are looking for Write a detailed, clear, real and attractive Job Description that is based not only on the technical needs of the position but also on the type of organizational culture of your company. For this you must have all the information of the position you are offering, as well as the expectations of the bosses and the team with whom the candidate would enter to work. Having a Candidate Persona will also be useful for a complete description. Plan the map of the new hire selection process This journey starts from when the offer is published until you find or reject the candidate. At this stage you can structure what will happen in each step of the selection process and what are the actions and possible scenarios that you should take into account. Keep in mind that planning is the key. If you have a route line to manage this insurance process everything will be easier. Use digital tools to improve your selection process We live in the digital age where technology helps us to mediate and automate different processes. In the talent selection area there are a number of tools and technologies that can help make the process faster and more effective. Artificial Intelligence You will be able to have tools like chatbots that with predetermined open questions or answers evaluate or guide the candidate. Likewise, predictive recruitment uses AI that facilitates the entire selection process through the search of keywords related to the characteristics that the candidate should have. Gamification With this technique you can decrease the tension that can be generated in the selection process and thus have more precise results. Social Recruiting It consists of attracting and attracting talent through 2.0 tools, mainly online platforms and social networks. With this method you will be able to know the candidates better, you will also reach those profiles that are passive, you will save time and money and you will strengthen your Employer Branding. Be clear about the types of contract When hiring new members of your team you should also take into account the type of employment contract you are going to offer them and their characteristics. According to the Public Procurement Service in Spain, there are five types of contracts, 4 of them applicable to the organizational world: Permanent Contract It is a modality in which it is intended to hire the employee in a fixed manner without setting time limits as to the duration of the contract. Temporary Contract In this case, a contractual relationship is established, between the employer and the worker, for a specified time in a specific activity. Contract for training and apprenticeship This type of recruitment seeks to encourage young people to enter the world of work who must alternate work with job training or academic. Traineeship It is a model in which the worker will obtain the professional practice according to his level of studies of university degree or medium/higher degree training, or equivalent degrees officially recognized. Do not forget that in any of these modalities the company must notify the SEPE of the conclusion of the contracts. Keep in mind these tips to improve your selection process when hiring new talent, will bring you closer to being that organization in which everyone wants to work. Encourage yourself to plan in detail all the stages of the process. Planning is the key! How do you plan your selection process? 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.
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FAQs Platform
Here you can see some solved doubts about our platform. We continue to work to offer you a better usability of our platform.