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The lack of qualified candidates.<\/h3>\n<\/li>\n
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The absence of detailed job descriptions.<\/h3>\n<\/li>\n
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The duration of the selection processes.<\/h3>\n<\/li>\n
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The candidate-company cultural fit.<\/h3>\n<\/li>\n
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Managing expectations.<\/h3>\n<\/li>\n<\/ul>\n
If we are able to understand these challenges, human resources professionals will be able to anticipate them and offer candidates something that seems increasingly difficult: an attractive project in an environment that cares about people and their development.<\/p>\n
External recruitment: the battle for talent<\/strong><\/h2>\n
Recruitment professionals are aware that for some time now it has seemed more difficult than ever to find the right professionals. But, paradoxically, there are more and more professionals and better trained than ever. What is happening then? <\/p>\n
There are two aspects that we need to dig into: resistance to change and sources of recruitment.<\/p>\n
There are many professionals who, due to the current uncertainty, shy away from change. They will only be attracted to those projects that, in addition to security, convey a series of WOW elements. Only if we are able to transmit that passion for a new project will they be able to consider change. Beyond Employer branding, Inbound Recruiting is imposed<\/a><\/strong><\/span>. <\/p>\n
In addition, more and more organizations are using mass recruitment sources. This, which is an apparent ease for the company, does nothing but saturate these channels and their users. Do we want to be attractive on these platforms? It will be increasingly necessary to differentiate ourselves and personalize each of our messages. <\/p>\n
In The Battle for Talent<\/a><\/strong><\/span> , only those professionals who understand the value of uniqueness will make a difference.<\/p>\n
Competency-based selection and job descriptions in personnel selection<\/strong><\/h2>\n
When it comes to recruiting personnel in a company, it cannot be conceived as a mere curriculum review.<\/p>\n
Beyond technical knowledge (hard skills), the true indicator of the person’s potential for adjustment to the organization comes from the hand of the so-called soft skills.<\/p>\n
We must reorient our selection processes towards selection by competencies. To do this, first of all, we will need two basic elements: <\/p>\n
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A job description<\/h3>\n<\/li>\n
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An ideal competency profile for each of the positions we want to fill<\/h3>\n<\/li>\n<\/ul>\n
![\"Power](\"https:\/\/dev.psicotec.com\/wp-content\/uploads\/2023\/06\/power-skills.png\" "\\"Power")
<\/h3>\nOnly in this way will we give the competencies the value they really have: theyare the Power Skills<\/a><\/span> on which the performance and development of our professionals in the organization is based.<\/strong><\/p>\n
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Duration of recruitment and selection processes and management of expectations<\/strong><\/h2>\n
Sometimes we think that it is only the younger generations who demand a high level of agility and immediacy. On the contrary, it affects all groups and has become one of the most important dynamics of the current labour market. <\/p>\n
Selection processes with several phases and that take time only demotivate the vast majority of candidates. The prospect of a very distant horizon is something that not even the most sophisticated loyalty strategies can overcome. For this reason, human resources departments must streamline our processes as much as possible: create Agile processes<\/strong>. <\/p>\n
![\"Agile](\"https:\/\/dev.psicotec.com\/wp-content\/uploads\/2023\/06\/agile.jpg\" "\\"Agile")
We must balance the time needed to carry out the tests that we consider necessary with the demand for immediacy from professionals… And if we are not able to reduce the times, we will face a loss of valuable professionals who, in addition, will leave with a feeling of disappointment.<\/p>\nWe will also cause the same disappointment if the information is not clear from the outset regarding the conditions, deadlines and objectives expected of them in the workplace.<\/p>\n
Person-Position-Organization Adequacy in Personnel Recruitment and Selection<\/strong><\/h2>\n
In line with this transparency and constant communication, there is an aspect that is sometimes forgotten and that is key to the success of any personnel selection: the match.<\/p>\n
The person who joins lands with a great deal of experience, knowledge and behaviors. Together, company and employee must nurture each other to continue growing and reaching their full potential. But, in order to generate this healthy and enriching ecosystem, there must be important prior work: we must make sure that the principles and values of the person fit in with those of the environment in which they are going to integrate. <\/p>\n
At Psicotec<\/a><\/strong><\/span> we are committed to improving the labour market. We are committed to a rigorous and in-depth evaluation of competencies, principles and values and we aspire to achieve that perfect match on three levels: <\/p>\n
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- Identify the person who best fits the company and the job.<\/li>\n
- Ensure a shared vision of the environment, tasks and the workplace.<\/li>\n
- Guide the person and organization throughout the onboarding process, ensuring that this fit is transformed into a long-term relationship of trust.<\/li>\n<\/ol>\n
How to solve your problems in personnel selection?<\/strong><\/h2>\n
Although each personnel selection process is different, there are three aspects that we must never forget when implementing our talent attraction strategies:<\/p>\n
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Personnel selection planning<\/strong>: Before starting, plan each selection process. We must consider whether it is a mass recruitment or a direct search \/ Headhunting<\/strong><\/span><\/a>, since each type of search responds to specific needs and involves a different methodology. <\/h3>\n<\/li>\n
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Communication<\/strong>: In any case, take care of communication at all times. We all want to feel unique and only through personal, tailored and clear communication can we generate the confidence we need to overcome possible resistance to change. <\/h3>\n<\/li>\n
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Outsourcing of personnel selection<\/strong>: If at any time you need support in your personnel selection processes, do not hesitate to have the help of a recruitment and selection company. Experience is a degree. <\/h3>\n<\/li>\n<\/ul>\n
At Psicotec we solve hundreds of selection processes for all types of profiles and levels. We have the solution you need depending on the professional level through our Search, Selection & Executive Search Area<\/a>.<\/strong><\/span> <\/p>\n
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