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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.

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.

Main phases of the selection process

Learn about the main phases of the selection process

HHRR

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.

Discover the benefits of recruiting

Discover the benefits of recruiting and staff selection

HHRR

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

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.