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Discover the benefits of recruiting and staff selection

Evolution and growth are fixed objectives in organizations, something that requires hiring new talent, today we tell you the benefits of recruiting and staff selection Most large companies start with an idea, limited resources and a team of two or three people who with vision and perseverance manage to innovate in the market. But what would these entrepreneurs be without a good team: surely nothing. And even better, how do they manage to have the best team? With a good draft. Now, how do we know you have a successful selection process? , very easy, if the chosen person fits perfectly into the position and the company, you have succeeded! That’s why, in this article we want to invite you to discover the benefits of recruiting and selecting suitable staff. 3 benefits of recruiting and staff selection The benefits of a good staff selection can be many, but we group the general ideas to present the three most relevant. Find qualified talent for your team at first To reach the best talent it is necessary to take care of the planning and development of the selection process. Among the main points to consider in the staff selection process are: The profile you are looking for: a clear and detailed Job Description will let you know who to look for. Planning the map of the candidate’s journey: structure each of the moments that the candidates will live. This is very important to improve your employer branding. Managing digital tools: There are endless technologies that can help make the process faster and more effective. With these points it will be easier to reach the best talents at the first opportunity, without having to repeat the process. Optimize time and resources By finding ideal profiles through the development of a good selection process, the organization saves time and resources. This is because a good professional will achieve the desired objectives and adapt better to the corporate culture. Depending on the sector there are profiles that are harder to find. In that case it is advisable to consider the advice of recruiting experts to achieve candidates that meet all the necessary requirements for the company. Improve the Employer Branding As we have said in other publications, Employer Branding are the perceptions that the company awakens as an ideal place to work. At present this concept is very important to attract the best qualified staff, who usually have several job offers to choose from. Thus, a good selection of staff shows that the organization is a great place to work, thus attracting more talent. It is very important that the employer branding is worked from within, that is, that all the expectations sown in the candidates are real and fulfilled. For example, if an organization tells candidates that it has a flexible schedule and when it starts working it realizes that it does not, it will be counterproductive for the team, because they have simply been lied to. In conclusion, the benefits of recruiting and staff selection can be very diverse, but it will certainly allow you to have great professionals, save money and improve your organizational reputation. Prueba TalentFY en acción Prueba nuestra plataforma de recruiting sin compromiso. Y si no te sirve, NO PAGAS. Sin letra pequeña. Agendar Demo Únete a nuestra News Suscríbete y recibe quincenalmente nuestros contenidos y novedades más exclusivas directamente en tu bandeja de entrada.

Recruitment announcements: how to select employees

HHRR

Looking for digital talent for your team? In TalentFY we tell you how to achieve recruitment announcements that will help you connect with the best tech profiles. Recruitment notices are a company’s first letter and the introduction to its candidates, undoubtedly a crucial moment for the organization. One of the reasons why companies fail to get the candidate they want is because they have not correctly drafted their recruitment announcement, also called Job Description. In this article we give you some tips to keep in mind during the recruitment stage, something that will be very useful in your employer branding. Tips to have a good recruitment announcement Here are 4 guidelines that will be fundamental to keep in mind when creating a recruitment announcement. Find out about people with the same or similar positions When writing the Job Description, first talk to the person requesting the digital profile to understand what it requires and what it expects from the candidate. In turn, you can listen to people who have gone through that position or similar and give you a vision of what to look for Use specific words One of the main complaints of digital profile candidates is the lack of clarity and knowledge on the behalf of companies when referring to what they are looking for. Understanding what profile is required is essential to communicate it in the right way, leaving aside ambiguities, which can generate doubts, misunderstandings or false expectations. One way to reduce ambiguity is to describe the skill required in a business-related context, so candidates will know what the entity expects and what they will encounter. Seduce the aspirant If your Job Description looks more like an endless shopping list, you have to turn it around. Try to describe what you are looking for, and not make a simple list of all the requirements you are demanding Technical topics can be organized more specifically, but avoid making an endless list of demands that instead of attracting the best candidate frightens you. In addition, encourage yourself to share with the applicant the values that make your organization the ideal place to work. Keep in mind that finding the ideal team is a process that should be planned not only from the technical side but also financially. Describe a person not a superhero Have you come across these recruitment notices asking for a young professional with many years of experience and specialized studies? Well, remember to avoid it! Be realistic and keep in mind that all people have pros and cons, we are not perfect but we have the ability to adapt and improve in the face of weaknesses. Make applicants understand how this position will be a challenge to grow professionally. A recruitment notice for the IT sector Finding the right profiles in the digital sector is not an easy task, more and more specific knowledge about the required positions is required, as well as understanding the candidate persona. Just one recruitment ad is not enough to reach the best digital talent. That is why at TalentFY we have specialized in making the perfect match between companies and candidates. How? Through an AI platform that chooses the best recruiters to find the ideal talent in up to 10 days. Selecting the right staff in all areas is a task that requires dedication, knowledge and patience. In the digital sector we can find solutions such as TalentFY, where AI, together with the experience of professional recruiters, make organizations find the profiles they need, thus decreasing staff turnover. Thus, having a clear profile will be the basis of the success of the entire process, so do not hesitate to spend the time necessary to have a good recruitment announcement, that Job Description will help you discover great professionals. 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.

Artificial Intelligence in Staff Selection

HHRR, Uncategorized

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. 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