Headhunters in Spain

Headhunters in Spain

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

Human capital retention tips for retaining your employees

The importance of having a good value proposition for the employee

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.

Main phases of the selection process

Learn about the main phases of the selection process

It is not easy to open a vacancy and have the time required to go through each of the phases of the selection process that it requires. However, it is something that all companies must consider in order to ensure optimal performance that will allow them to stand out from the competition. The human capital, without any doubt, is the fundamental pillar of any company, and therefore, it must be optimally selected for the good development of each of the processes that will be executed once all the phases of the personnel selection process are carried out. The most common question is, where do I start, what steps should I follow? Well, although there is no standard guide for all companies, all vacancies and all candidates, we can let you know the stages that are common in an employee recruitment. Recruitment and selection stages The main and most common stages of the recruitment and selection process are the following: 1. Creation of the vacancy Although we have mentioned above that there is no standard in the phases of the selection process, it is indisputable to take into account that without a need for incorporation, it is impossible to initiate this process. Therefore, the first step is to identify each of these needs clearly in order to have them as a basis for the description of the vacancy profile, the duration and the tasks to be performed by the candidate. If this profile is as detailed as possible, it will save time and future inconvenience due to non-compliance with the agreed terms. 2. Vacancy opening In relation to our first step, the vacancy is opened and, at the same time, the search for the ideal candidate begins. For this phase, each company usually opts for the methodology of its preference, either through mass communication channels, such as social networks or through its website, to avoid receiving multiple resumes and not prolong this process. However, more and more new recruitment trends are emerging that can be adapted to what the company and the employee want. Which methodology do you think best suits your needs? 3. Pre-selection of candidates Once the job offer is published and its respective interested parties, it is necessary for the human resources department to select the candidates that meet the most important requirements. requested requirements to fill the vacancy, likewise, 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. This is why external recruitment sources have been created, which are of great help to companies seeking to modernize their selection processes. If you are looking for one of these profiles you should know that TalentFY helps you find the best candidate in less than 10 days. Interested? 4. First filter In general, the number of filters in the selection process depends on the size of the company or the position for which the process is being carried out. If your company is growing, we recommend you to establish solid foundations when hiring your personnel. Keep in mind your company’s values and your long-term goals. Additionally, in the hands of the human resources area, aptitude tests, test calls, language tests, etc. can be carried out. All this regardless of the size of the company and depending 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 in charge have been approved, an interview is held to define the candidate’s future in the company. In the case of profiles specialized in the digital area such as Artificial Intelligence, a technical test that is not common in traditional selection processes will have to be previously passed. Once they have been satisfactorily approved, a virtual or face-to-face meeting is held with the candidate. These interviews are usually conducted by the direct manager or a person highly qualified to make a decision as to whether a candidate is qualified to be accepted or rejected by the company. It is important at this stage to take into account aspects such as the soft skills of the candidate, understood as personal aptitudes that will allow them to relate to others and that will give you the possibility of knowing a little more about their intentions once they join the company. communication with the interviewee and in turn will lead you to make the right decision. 6. Hiring The recruitment is the final stage of the selection process. Once the filters have been passed and the interview has been successfully completed, a final process begins, that of joining the company. All that is needed is to inform the candidate of the decision taken and for him/her to accept the agreed conditions. Each detail is based on the labor and legal area of the company and each contract is determined according to the vacancy hired. Now that you know what are the main phases of the process of personnel selection and the importance of doing it correctly to obtain good results for your company, it is important that you know more about the service that we offer from TalentFy and how easy it can be to finding the right candidate. What are you waiting for to test the platform? 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.

Know the digital profiles most in demand

The different digital profiles and which are the most in demand

The immersion of society in the online world has created the need for companies to have digital profiles, professionals who manage and create projects in the digital world. A few years ago, positions such as Back End, QA Engineer, Full Stack Python, among others, were reserved for very specific sectors. It’s not like that anymore. Companies have started a migration of processes and business models to the online world that requires digital profiles. Surely, in a few years we will have new positions that we do not know today, because these profiles evolve according to the advances of technology. In this blog we invite you to know the digital profiles that companies are looking for and that although often we are easy to find, they are the most demanded. At TalentFY we specialize in digital profile recruiting, a process that requires a different level of specialization from the selection processes of other professional areas. Main digital profiles requested by companies While the profiles companies look for depend on their needs, there are some that are the basis of all sectors and therefore become the most demanded. Back End Developer Back-end Developers are profiles that are responsible for managing and developing the logical structure that allows all the processes of the web to work correctly. Within this profile there are specialties in: Java Script, PHP, Node.JS, NET, Ruby, Phyton and C/C++. Thus, depending on the needs of the company, you can search for specialized profiles in different technological languages. Front End Developer A Front End Developer is responsible for ensuring that the website is well developed in the eyes of the user, that it is attractive, navigable and that it offers a good experience. To accomplish this mission, the front end profile must manage page layout through codes such as HTML, CSS and JavaScript. Some of the technological languages in which this profile specializes are: JavaScript (JS) + HTML5 + CSS3 and jQuery, Angular, Typescript, React (Redux) and Vue JS This profile will have on its shoulders the responsibility that the user interacts easily with all the contents of the web. Data Analyst Today, data is one of the most valuable sources of information for companies, because through them it is possible to know consumers better. Data Analyst profiles are responsible for finding, processing and classifying the data of the different stakeholders of the organizations. In turn, they are able to read and analyze information to find strategies that allow companies to meet their objectives. Additionally, the Data Analyst profile is one of the positions that has increased its salary range as evidenced by our IT Salary Guide. Digital profile specialized in SEO The professional SEO is responsible for improving and optimizing the positioning of the company in the main search engines, such as Google or Bing, the first being the best known and used worldwide. For this, this profile should develop a strategy that allows adjusting the website and company content to the standards of web search engines. Among the knowledge that a professional in this area should have are, the development and analysis of keywords, the management of web architecture or link-building, among others. Digital profile specialized in SEM The role of the SEM specialist is to manage the digital marketing strategy that, through paid campaigns, will improve the visibility of the company and the conversion of customers. In this way, you will work with keywords that will try to direct traffic to the company’s website, as well as launch ads on the network platforms search and display. Professionals in this area work day by day with budget, so they must have very clear the best way to invest it according to the platforms of announcements and needs of the company. If you are interested in knowing more profiles of the digital world you can check our blog aboutIT profiles or digital marketing profiles. 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.