Few tasks are as crucial to the success of an organization when hiring the right people. Only with the professionals indicated for each role the business manages to achieve differentiated levels of productivity, efficiency, integration and communication.
However, the recruiting process It shouldn’t take too long. The more time it takes, the smaller the dynamism of the substitutions and the more elastic the costs are. Therefore, it is necessary to seek an efficient and precise performance.
For this to be possible, some changes must be made to ensure that everything is robust and accelerated. Do you want to know how? See this definitive guide to let your company recruit faster!
1. Align selective process to organizational culture
Organizational culture is a great pillar of any business. It has to do with the personality of the Enterprise and the way it operates. So it is the role of HR to strengthen it.
For this to happen, it is possible to resort to various solutions, such as having actions oriented by these characteristics and fostering internal communication. As everyone should be involved in this concept, it makes sense to hire people who are adherent to culture.
Therefore, the recruiting process should be aligned with this element, which will facilitate and speed things up, including. Next, here’s how to do this:
1.1 Understand what the company’s values are
It all starts with the recognition and evaluation of the culture. The idea is to understand the things that the organization believes in and how it positions itself. The culture will exist anyway, so the best thing is that HR has control over it.
Check, for example, what the project values are. Look at the internal processes and understand how everything is accomplished. This will give rise to a complete view of the business mode of operation, determining what are its most important characteristics.
Do not forget to look for, too, what is the opinion on the enterprise, both internally and externally.
2.2 Search for the right profile
From the understanding of this data, it is necessary to seek the correct profile. This has to do with the choice of candidates whose performance fits correctly in the approach of the enterprise. Trace a profile including values, beliefs, and other issues that relate to culture.
This way it becomes possible to understand who is the ideal candidate, facilitating the choice. Being honest right now is fundamental. The candidates need to understand that the values play a big role in the process and that this will influence their own success in the event of hiring.
2.3 Balance skills and culture
Skills and qualifications are important for a professional to be chosen. However, when you talk about alignment with culture, this is not the only approach that should be employed.
It is necessary to balance the skills and qualifications to adhere to the culture. After all, the technical capabilities, one way or another, can be taught — the values are not. In this sense, it is better to hire an employee with less technical capacity, but with a lot of potential and adherence, than to choose an intensely misaligned.
3. Rely on technology support
Technology has been changing the way the hiring takes place. Thanks to these resources, it is possible to have a process much faster, efficient and that considers the needs of the company and of each vacancy.
Therefore, since the idea is to give more dynamism to the selection, we need to employ these elements. As this is still a relatively new issue, it is common to have doubts about how to perform this step.
In this sense, some guidelines include:
3.1 Use Specific features
Employing technology in the selection process requires recognizing what resources should be employed. You have to understand what makes sense for the company and what can really help you get better results.
One of the possibilities includes a recruitment marketplace platform. In this location, you will have specialized professionals seeking candidates for your vacancy.
From there, you can do the interviews and choose which one is indicated for the position to be occupied. This is a path that scales the step, brings greater ease and lowers costs, generating great benefits.
3.2 Hire Online Recruitment
With the dissemination of vacancies made on the platform used, it is time to delve into the choice of candidates. Given the possibilities, Select those with the greatest potential To do an interview.
To make the decision even easier, use tests and resources to identify the candidate’s alignment with the organizational culture, for example. This restricts the options, approaching the right hiring endeavor.
It is also valid to perform Online Interviews, as through videoconferencing. This reduces the need for displacement and increases the scope of the process, improving the chances of hiring.
To finish, everything can be done personally, in one last evaluation. As a result, the time spent is much lower, bringing dynamism and efficiency to the selective process.