To achieve a successful professional recruitment and selection process (RYS) both for the business as for him candidate, the recruiter must observe “everything” by way of integral and with integrityas it is said colloquially “observe the forest” and then dismember the parts according to the need of the customer in order to understand and present candidates the most adjusted, and if possible above the need, this refers to visualizing the future for both, since It’s not about recruiting for recruiting’s sake; will correspond to recruiter guide the customer and to candidate duly regarding the phases of the process that will always continue to put a sense of quality and warmth in the service to your customer like each and every one of the candidates.
The center of the process
The recruiter You must always remember that your primary element of work lies in the candidates that he comes to contact and that these are people, men and women who will allow him to fulfill his task of RYS.
These principles apply to internal recruiters in companies as well as external recruitersalso known as “talent scouts” or with the Anglicism of “headhunter”.
Preparing the profile to start the search
When starting recruitment let’s build the profile of the ideal candidate required by the customer through the means that you provide us (job description, profile of the candidatecompensation package, in some cases development plan and others).
The foregoing is complemented by information that we request from the customer and we search the network about the company, its offer (products and services), its commercial and financial performance, its competition, culture, company reputation and image customerof managers and their leadership styles.
All of the above will help us measure the size of the profile in terms of defined characteristics, which are not necessarily found in the information provided by the customer.
With all this information we put together and establish variables to be considered for the profile and we elaborate a comparative table (it can be in Excel) of the profile of the candidate ideal against each of the candidates; this information gives us light, as if it were a puzzle or crossword puzzle.
With this information clear, we proceed to select the various digital, analog, and physical means of communication and recruitment to publish the information about the vacancy.
The vacancy its publication, means and filters.
In the case of digital media, let’s take as an example LinkedIn professional social network that offers an agile and very useful platform. Today a publication of a standard or standard managerial position (lawyers, engineers, marketers, human resources, finance and others) can be received within 48 hours of its publication. 300 a 400 requests which are discriminated through the filters previously established by the system (LinkedIn) and that are used by the recruiterthis publication of the already filtered vacancy comes to represent between 60 a 100 applications to be received, the percentage will vary according to the quality of the filter questions and the honesty with which the filter questions are answered by the candidatesthis is a very appreciated for him recruiter.
The key in this phase of the process from the position of the candidate is to use the right words so that the digital and later visual filter system by the recruiter click and feel the decision to advance or disqualify; a curriculum vitae as well as a professionally structured profile helps the objective of the candidate and it is something that values greatly the recruiter.
After the physical inspection of those 60 a 100 requests through reading the information online, generally remain 12 a twenty requests; This is where the capacity and experience of the recruiter to apply the filters through the variables established according to the profile, the job description, and those additional variables found by the recruiter in your research.
to those 12 either twenty candidates Questionnaires specific to the function in question are sent to them, with about 10 key questions and other questionnaires concerning their person, this in terms of values, beginning Y Other questions that he recruiter considered key to have an answer, all this prior to the first interview What could it be via Zoom or in person which is considered more productive both for the candidate as for him recruiter.
Here we share the phases of a recruitment prototype; the phases 1 to 4 are under the responsibility of recruiterof the 5 to 9 are part of the process that takes place within the business and in which the recruiter Giving guidance when required.
In the previously described process, flashes appear, leaving important traces in terms of the attitude of the candidates. These flashes are manifested in the following way: the way and time to answer as well as the way of sending the information (ordered or disordered), the content, clarity and quantity of the information in your curriculum vitae, the photograph, the sending of the Additional information requested such as the professional license in their specialties from bachelor’s, master’s and doctoral levels.
In the interview on Zoom or in person, there are various details to validate, such as the punctuality to connect, as well as the scenario in which you are, the latter gives us clues as to your attention to details that seem insignificant, as it could be. It could be that children enter playing, noises from the street or interruptions due to calls to his cell phone, all this interrupting the flow of the interview, issues that obviously the recruiter you are required to observe.
The candidate’s information and the recruiter’s assessment.
This is undoubtedly the essential part of the process between candidate Y recruiter especially in managerial positions. Given this from our experience, today the recruiter you should bet on a comprehensive candidate and its retention for a time favorable to both parties (candidate-company) and I put this issue on the table since a few days ago we participated in a survey whose question was: What do you value most in a candidate? with a multiple choice response, which included the following variables: experience, age, academic training and attitude, whose results as of the date of writing this text and with 1131 votes, are presented below:
- Experience 29%
- Age 01%
- Academic training 01%
- attitude 70%
The answer to “boat soon” without a doubt and for the most part it will almost always be in favor of the “attitude”, when in reality, from our experience as recruiters of executives, anysoft skills” I could have it the fine point is to correlate it with the vacancy to be filled and all its organizational and human context that is detected in the process of RYS.
without a doubt the attitude is important as it presents us with the Will either provision that an individual possesses to carry out a certain activity, this term also refers to the posture of the human body, we are convinced that the Experience and attitude must go hand in hand.
A recruiter must therefore bet on the “hard skills” as for the soft skills and the future retention of that talent. The profile in the networks and the curriculum is not all that defines a professional, so the recruiter You must also be able to identify skills that were indicated in the base documents, and those that will be identified in a situational way, and this has a lot to do with your own candidate that when you carry out your process in a professional, comprehensive manner and integrate any recruiter Internal and external will value it and everyone will benefit. paraphrasing to Warren Buffett: “Someone once said that when looking for people to hire, you look for three qualities: integrity, intelligence and energy. If you don’t have the first one, the other two will kill you.