Nowadays we live in a constantly changing environment in which decisions must be made in the shorter term and the levels of uncertainty are greater.
Faced with this new reality, attracting and incorporating talent into the organization has become one of the highest priorities for any company. Where can I find the professionals who best suit my needs? Are we sure that they will fit into the new organizational structure and culture? Are we able to reach them and attract them?
This VUCA environment has favored Human Resources decisions that have gone beyond the HR department itself and have become strategic decisions that play a fundamental role in the organization’s results.
Psicotec is a multinational Human Resources consultancy that was born more than 30 years ago. During this period we have been accumulating experience in our four main business areas: Talent Assessment, Consulting, Training and Development and, of course, Talent Attraction and Selection, our original core and main strength.
What is the Selection of People based on?
The objective is to identify the best talent (the most suitable) through multichannel recruitment, that is, through the recruitment sources most related to the target to be reached (employment websites, social networks, Business Schools, Databases, etc…).
Selection processes can be of various types: An isolated position, small groups, massive projects, focused on young talent, etc.
How to approach a selection process?
The search will be focused depending on the client’s need and according to the volume, type of project and profiles to be incorporated. The important thing, whatever the case, is to know how to adapt to the customer’s profile and become a trusted partner involved in achieving their objectives, not just a supplier. That is Psicotec’s commitment.
When starting a process, it is essential to define the profile of the candidates in as much detail as possible: experience, training, background, languages, knowledge, etc.
The more detail in the definition of the desired profile or profiles, the more focused the task of finding and attracting the ideal candidates will be. Once the profile has been collected, work must be carried out according to the following phases:
• Recruitment of candidates (dissemination and hunting).
• Evaluation of candidates who fit the desired profile: through telephone screening, interview based on resume, validation of degrees, psychometric and situational tests. Emphasizing the evaluation of competencies and motivation for change.
• Preparation of reports and presentation of finalist candidates.
Once the candidates to be incorporated have been selected, work must be done on two parallel tracks. On the one hand, to facilitate the process of joining the new organization and on the other, to provide accurate feedback to all rejected applications. It is just as important to take care of the image of the new employee in the eyes of those who have been incorporated as it is for those who have not been selected on this occasion.
If we are aware that the knowledge of the people in our organizations has the capacity to become their main competitive advantage, we will understand the importance of taking care of the attraction and incorporation of new Talent. To achieve success, there is nothing better than having the help of an expert like Psicotec.