How To Improve Recruitment And Selection Plan?

But how can we improve the recruitment and selection process for our company? To achieve this we must be clear about some questions such as:

1. Structure And Organize The Recruitment And Selection Process

When we talk about structuring and organizing the recruitment and selection process, we are referring to determining what phases will be followed and who will carry them out. Here also the techniques, methods, and sources of recruitment and selection of personnel will be determined.

Furthermore, this Human Resources strategy must be aligned with the general strategy of the company. This is a vitally important part of a company's recruitment and selection process. Basically for three reasons:

• It is essential to integrate human resource management in the rest of the company's management.
• The demand for jobs is a constant that fluctuates.
• The number of specialized jobs is increasing.

2. Identify Well The Needs Of The Organization

Identifying the needs of the organization well and whether the job position being offered is justified is another key point that will allow you to improve your recruitment and selection process.

Here it is important to determine what profile we need exactly, from the point of view of productivity but also from the perspective of the values ​​and culture of the organization.

3. Adjust The Offer To The Company

In all recruitment strategies 2020, it is important to adjust the offer to the company. Not only to its organizational culture and values but also to its economic and growth possibilities.

Adapting the type of contract to the characteristics of the job offer and being honest with the candidate is essential so as not to create false expectations and keep him motivated in the future.

4. Adjust The Offer To The Candidates And The Reality Of The Market

We cannot lose sight of the fact that, as a company, we not only want to fill a position but also respond to the requirements of the candidates. In fact, this is precisely the idea of employer branding, whose objective is to make the worker a true brand ambassador.

A happy employee will end up speaking well of the company, and that will always be attractive for others to want to work with us. Among others and to achieve this, we can take care of our image in networks, implement petfriendly and sports policies, etc.

On the other hand, we must bear in mind that the perfect candidate does not exist and that, in fact, this will not always be the most convenient for us.

5. Favor The Incorporation Of The Candidate

One of the mistakes many companies make is ending the recruitment and selection process with hiring. However, it is the job of the Human Resources department to promote the correct incorporation of the new worker into the company.

Thus, we must try to adapt it as soon as possible to the company and the position. This happens by making you aware of the facilities, the different departments and their functions, indicating where you will find the necessary tools to carry out your work, introducing you to your colleagues, and so on.

You must also know the internal processes of the organization, as well as the policies and regulations, its schedule, and others. The ideal would also be to assign a tutor to train him as soon as possible in his tasks.

6. Keeping Track Of The Employee Is Part Of The Recruitment And Selection Of Personnel

At this point, something similar occurs with the incorporation of the candidate to the company. In other words, we have to make sure that the company meets its expectations, and vice versa, that is, if it adapts to the job and the needs. Otherwise, we must implement the appropriate processes for this to change.

7. Sign Up For The Digitization Of Recruitment And Selection Of Personnel

Another key to success in recruitment and selection of personnel is betting on technology. And this goes from using social networks to capture talent, to betting on specific Human Resources software such as the CuteHR ATS that makes life easier for the department.

Among others, this type of HR system allows streamlining all recruitment and selection of personnel with automated tools that allow the offer to be posted on more than 80 recruitment sources, generate reports, add killer questions, and a host of features.

8. Never Lose Sight Of The Candidate's Needs

Sometimes the recruitment and selection of personnel incur a weakness: focusing only on what the company needs. Something that can lead to a lengthy selection process, strewn with tests to ensure the suitability of the applicant for the position. In short, a process that is far from being agile and, much less, enjoyable.

In fact, these types of selections require a large investment of time that can lead to the flight of potential talent. That is precisely why we have to think about the candidates and how they will feel when they go through the process.

9. Be Flexible

Flexibility is one of the maxims in Human Resources. We must not lose sight of the fact that we work with people and that we have to adapt. Likewise, it is evident that the needs of the company change with market fluctuations, and that, depending on the type of position, we will have to adapt our recruitment and selection to a certain extent.