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6 Recruitment and Selection Tools that cannot be Missing in a Human Resources Area

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Currently, the Human Resources area is not exempt from technological innovations, so it is necessary to keep in mind the tools that cannot be missing in a Human Resources area to implement the latest in recruitment and selection techniques.

Today, we receive CVs online, we administer tests through platforms, we accept job applications, we establish social networks exclusively for work, we are interviewed by a bot, etc. Let’s see 6 of the tools that any human resources area should consider…

1.- Recruitment and selection software:

Nowadays, tens, hundreds and, in many cases, thousands of resumes are received for a job vacancy. If a person had to dedicate themselves (exclusively) to discard the profiles or CVs that do not correspond to the vacancies, they would be working whole days on this, which would imply a waste of time, energy and resources. In order to be more efficient, recruitment and candidate management software was developed. Currently, 75% of large companies around the world have software where it takes recruiters between 6 to 10 seconds to omit a CV. Additionally, these applications allow us to do all the management of the candidate (Applicant Tracking), identifying in which stage of the process they are, the results of their evaluations, etc.

For smaller companies with fewer contracts, there are also cloud platforms with monthly subscriptions. They have fewer filters and options, but they are also cheaper and more accessible, usually depending on the volume or number of users.

2.- Human Resources information or management systems

Although this does not necessarily have to do with personnel selection, today it has become indispensable to obtain the data of the members of the companies in a software where you can easily access their personal data, data relating to employment (high, low, type of contract), the data of their absences from work, ART (job security), vacations, receipt of salary, etc.

Today, Human Resources gurus recommend having software no matter how small your company is since the optimization of resources is fundamental in the management of time and human and economic resources. Let’s think of a company that today has 5 employees, but perhaps 50 or 400 within 5 years. It will always be easier to migrate data from one system to another than to load them again.

3.- Description of the job vacancy and automatic publication in portals.

Today we have access to job vacancies through our mobile devices. Nowadays people have more volatile attention, so they will not spend much time reading the description or texts, even if it is work.

Punctual and concise descriptions are recommended. The description should be “attractive”, not write in all your vacancies exactly the same, but differentiate it through the wording and, of course, the details of the position. Do not go for the details of the details, mention 4 to 6 characteristics of the position.

On the other hand, it is highly recommended, to detail also the benefits, among these, the salary. There is nothing better than detailing the salary so that the future applicant knows how much he will earn and the benefits he will have (canteen, prepaid, gifts on special dates, home office, etc). And remember, if you are going to apply for a vacancy for a certain city, mention it, it is a very frequent mistake among recruiters not to mention the place of the job vacancy.

Many candidates tracking management applications include the ability to automatically post our job offers on various portals or on the company’s own portal. Even many of these platforms include a portal that can be configured to have the same look and feel of a corporate page, greatly facilitating the creation of a company’s own job portal.

4.- Tests and games in personnel selection

As mentioned above in the text, today web platforms are used for personnel selection. Such is the case of Evalart, a platform that has numerous tests to evaluate various positions and skills. These are sent by email and the results are accessible to recruiters via the platform. This allows for an optimization of the selection process, reducing time and costs, as well as identifying the best talent. Learn more about Evalart and how it can help you in your selection process here.

On the other hand, there are also companies that offer games in which candidates, through the same, demonstrate their skills and aptitudes. This technique is new and incipient and has some criticisms, for example, that it is not scientifically standardized. An example of this practice is the “hackathons”, where a company poses an interesting technical problem and anyone can sign up to try to solve it. With this, many potential candidates come to the company and it is possible to see them in action. It is an interesting, attractive and even fun way to attract the best talent.

5.- Internal selection and talent management

Whenever we talk about personnel selection, we tend to think about external selection. Companies often invest in external recruitment software and their own talents are relegated to the same position forever? No, people who start working in a company have the ambition to continue growing in it and usually possess skills that go beyond their position, but which we may not be aware of (if we do not have a good talent management system).

With a good talent management system, it is possible to identify if there is already someone within the company with the skills and knowledge that a new position requires, as well as to generate training plans that allow the continuous development of our collaborators.

6.- Employee commitment

Following internal selection, with the current technological tools, you can monitor the culture and organizational climate, the values of the same and thus provide a better vision to their employees and leaders. This even allows you to define objective goals, such as increasing employee commitment by 5% or reducing the perception of bureaucracy by 10%.

On the other hand, soliciting comments or employee participation fosters a worker’s vision and sense of belonging to the company. This generates that the candidate who wishes to progress professionally, chooses the company to continue with their career and can even recommend a relative, acquaintance, or friend for a job vacancy.