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

Today, 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 in order to implement the latest in recruitment and selection techniques.

Today we receive CVs online, we administer tests through platforms, we accept job applications, we set up social networks exclusively for work, a bot interviews us, etc. Let's look at 6 of the tools that every human resources area should consider...

1.- Recruitment and selection software:

Today, dozens, hundreds and, in many cases, thousands of resumes are received for a job vacancy. If a person had to dedicate themselves (exclusively) to discarding the profiles or CVs that do not match the vacancy, they would spend entire days working on this, which would mean a waste of time, energy, and resources. To be more efficient, recruitment and candidate management software was developed. Currently, 75% of large companies around the world have this software, where it takes recruiters between 6 and 10 seconds to skip a CV. Additionally, these applications allow all candidate management (Applicant Tracking), identifying what stage of the process they are in, the results of their evaluations, etc.

For smaller companies with fewer hires, 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 is not necessarily related to personnel selection, today it has become indispensable to have the data of a company's members in software where their personal data, employment-related data (hires, terminations, type of contract), data on their work absences, ART (workplace safety), vacations, pay stubs, etc. can be easily accessed.

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

3.- Job vacancy description and automatic posting on portals.

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

Precise and concise descriptions are recommended. The description, besides being brief, must be "attractive"; do not write exactly the same thing in all your vacancies, but differentiate it through the wording and, of course, the details of the position. Don't go into the details of the details, mention 4 to 6 characteristics of the position.

On the other hand, it is highly recommended to also detail the benefits, among them, the salary. There is nothing better than detailing the salary so that the future applicant knows how much they will earn and the benefits they will have (cafeteria, private health insurance, gifts on special dates, home office, etc). And remember, if you are going to post a vacancy for a certain city, mention it; it is a very common mistake among recruiters not to mention the location of the job vacancy.

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

4.- Tests and games in personnel selection

As mentioned earlier in the text, web platforms are used today for personnel selection. Such is the case of Evalart, a platform that offers numerous tests to evaluate various positions and competencies. They are sent by email and the results are accessible to recruiters through the platform. This allows selection processes to be optimized, reducing time and costs, as well as identifying the best talent. Learn more about Evalart and how it can help you in your selection processes here.

On the other hand, there are also companies that offer games in which candidates, through the game itself, demonstrate their skills and aptitudes. This technique is novel and incipient and has some criticisms, for example, that it is not scientifically standardized. An example of this practice is "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 personnel selection is discussed, there is a tendency to think of external selection. Many times companies invest in external selection software and their own talents are relegated to the same position, forever? No, people who start working at a company have the ambition to keep growing in it and usually have skills that go beyond their position, but of which we may not be aware (if we do not have a good talent management system).

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

6.- Employee engagement

Continuing with internal selection, with today's technological tools, organizational culture and climate and their values can be monitored, and in this way a better vision can be provided to employees and leaders. This even allows objective goals to be defined, such as increasing employee engagement by 5% or reducing the perception of bureaucracy by 10%.

On the other hand, asking for feedback or employee participation fosters a worker's vision and sense of belonging to the company. This leads a candidate who wishes to progress professionally to choose the company to continue their career and even to be able to recommend a relative, acquaintance, or friend for a job vacancy.