Career Advice & Resources

from one of the top Recruitment Agency & Outsourcing Company in Thailand & Indonesia

5 RECRUITMENT AND SELECTION TECHNIQUES

5 RECRUITMENT AND SELECTION TECHNIQUES

There is a universe of recruitment and selection techniques to choose from. Today, with technological advances and the HR revolution, no one has to be stuck with traditional methods alone. Of course, many classic strategies still work, and not all trends will fit your business reality.


But the scramble for talent calls for an innovation effort in recruitment. How about finding more efficient ways to find, attract and retain talent? If you are needing to renew the selection process, this guide is a great starting point:


  • Main techniques used in recruitment and selection
  • 5 techniques on the rise to seek and attract talent
  • How to apply techniques in selection processes
  • The role of technology in recruitment and selection.
  • Want to improve your selection processes? Read to the end and stay on top of the news.



Key Recruitment and Selection Techniques


Before listing the rising techniques for 2019, it is important to review the strategies that already work and will not be abandoned anytime soon by HR.


Check out some of the main ones.


Referral Programs


Internal referral programs remain at the top of the most efficient recruitment and selection techniques. According to Fischer & Partners Recruitment, professionals hired by employee referrals tend to stay longer in companies. While job site applications yield a 22% chance of retention, the percentage of nominees is more than double: 45%.


Another advantage of the method is the reduction in recruitment costs, as trust in the nominee reduces the bureaucracy of the selection process. Besides, employees who refer the new professional have a sense of accomplishment after hiring, which contributes to improving the organizational climate.


Career section on employer's website


The famous "work with us" also remains mandatory for companies, which provide exclusive channels for submitting applications and posting vacancies on the company's website. Large companies already have exclusive career portals aimed at promoting the employer brand or employer branding (later we come back to that term). The more a company is recognized as a great place to work, the more likely it is to receive multiple applications in its specific area for online careers.


Recruitment Events


Many companies hold recruitment events to capture new talent with great results. To use this technique, you can organize seminars, workshops or even an open house in the company to receive potential candidates and increase the talent pool. Today, a common trend is to organize hackathons, which are development and innovation marathons focused on attracting hotly contested IT professionals.


Online Job Posting


The online job posting has also become a classic in recruitment and selection, which uses the main job platforms to give visibility to opportunities. There are free and paid platforms, as well as career sites that specialize in indexing vacancies on other sites and further expanding the reach of ads. However, what characterizes a job posting site is the restriction of features, as these solutions are exclusively focused on the disclosure and receipt of applications. For other more complex functions such as candidate screening and recruitment management, we need to look for more complete solutions.


Hiring Headhunters and Consulting


Finally, hiring headhunters and recruitment consultancies is still a common practice for those who prefer to outsource the selection process. These professionals and companies assist in finding, attracting, and selecting candidates with the desired job profile. To do this, they study the characteristics of the company, analyze the necessary skills and look for compatible professionals in contact networks and other channels. The method may be more practical, but it also has a high cost and makes it impossible to build the company's talent pool.


In-person interviews


While trends speak of online and video interviews, face-to-face conversations have not lost their place in the selection process. This is because structured interviews are still the best way to evaluate all aspects of the candidate, especially regarding behavioral skills and values. However, it is best to leave this feature to the last steps to speed up the process.



5 Recruitment Techniques


Now yes, it's time to know the recruiting techniques of all time. Keep up with global trends in the area.


1. Inbound recruiting


Have you heard of inbound marketing? It is a marketing strategy that reverses the classic logic of the market: Companies seek to attract customer interest rather than chase after them. To do this, organizations create valuable content and use digital strategies to attract, nurture and convert leads (potential customers who interact with the brand) into customers. By applying this method to recruitment, we have inbound recruiting, which is the strategy of attracting, converting, and engaging talent to participate in the selection process. You can do this by investing in creating rich materials that interest your target candidates, constantly nurturing your audience with relevant information to spark their desire to work for your company. Recruiting marketing is already a general trend, and inbound is coming to bring talent even closer and improve the company's relationship with its potential candidates.


2. Talent Pool


Talent pooling is another effective method of recruiting today, which is creating a database of the best potential candidates. This new concept replaces the traditional talent bank, which is typically built on applications received in other processes. The talent pool includes all professionals who have already applied for vacancies and have had some interaction with the company's selection processes but do not stop there. These complex foundations are also fed with candidate profiles found on the web, which the company itself seeks to expand its talent catalog. Imagine being able to choose from several high-level professionals at the company's base? In the book Work Rules! (Grand Central Publishing, 2015), Google's former director of people management explains how the technology giant used the talent pool to hire the geniuses in his area. This is the goal of the talent pool, which makes recruitment much more agile.


3. Social Recruitment


At least 84% of companies already use social networks to find and attract candidates, according to the survey. This is why social recruitment is among the innovative techniques of the moment to find the best professionals. On social networks like Facebook and Linkedin, it is possible to post jobs with great reach, free of charge (except for the advanced options of Linkedin). The site has over 560 million users. The advantage of this type of recruitment is the possibility of tightening the relationship with the candidates and searching based on criteria such as training, experience, and skills.


4. Data-Driven Recruitment and People Analytics


In data-driven recruitment, decisions are made based on data collected, analyzed and interpreted by technological tools. People analytics, in turn, is the data intelligence applied to people management that enables you to analyze and predict employee behavior through data. Therefore, these two concepts promise to transform recruitment by mapping candidates through algorithms, facilitating the entire selection process.


Also, technologies in people analytics enable HR metrics to be evaluated instantly, processing a large amount of data and reporting on the performance of the selection processes. For example, a company can use analytical tools to identify changes in hiring quality, time to fill, and retention rate. According to the Job Market Trends report Five Hiring Disruptions to Watch in 2019, recruitment is predicted to occur by combining data. Thus, the algorithms will automatically identify the most matching vacancies and generate matches to expedite recruitment.


5. Promotion of flexibility


When it comes to candidate attraction techniques, the number one trend is flexibility. Linkedin's Global Talent Trends 2019 report showed that 72% of HR professionals believe that job flexibility is the second-largest global trend, behind soft skills only. Besides, the Ministry of Labor Statistics reported that more than 35 percent of the Thai workforce is already made up of so-called gig workers, who are self-employed and freelancers. These trends point to the strengthening of the gig economy, which goes hand in hand with the concept of job flexibility. Employees want flexible hours, personalized hours and home office inclusion to make it easier to reconcile their personal and professional lives. No wonder the number of posts posted on Linkedin that mention flexibility has increased by 78% since 2016. This shows that recruiters are already using their flexible environments with the argument to attract the talent of new generations.



How to apply recruitment and selection techniques


To keep up with recruitment and selection trends, you need to prepare the company to implement the new techniques. Check out our tips for applying the new techniques.


Automate HR


For HR to be able to focus on strategic recruitment and selection techniques, it is necessary to leave behind bureaucracy and repetitive tasks. To do this, simply adopt automation technology solutions, such as ATS (Applicant Tracking Systems). These systems automate tasks such as candidate registration, e-mailing, resume screening and other functions that take up valuable professional time when done manually. Also, they compile the data necessary for the evaluation of selection processes based on performance indicators.


Plan recruitment and selection


The entire selection process must be carefully planned, from job opening to hiring. Therefore, you need to institute standards and methods that involve setting goals and creating a roadmap for each step of recruitment and selection. This does not mean stopping the process but creating procedures that make recruiting faster and more effective.


Align Recruitment with Strategic Objectives


Recruitment and selection objectives must be aligned with the organization's strategy. This is because HR is no longer seen as a bureaucratic area and has gained prominence in business intelligence, is crucial to business success. Therefore, it is up to HR to ensure that the company is adding the right skills to human capital that will pave the way for growth.


Empower the team


Finally, the HR team must be trained to deal with the new paradigms in the area. Today, Human Resources professionals are taking their role at the forefront of intelligence in recruitment and selection, promoting integration with other areas of the company and directly assisting in management decision making. Therefore, it is essential that training and development contemplate the professional growth of these employees, responsible for the intellectual heritage of the organization.


Recruitment and selection of technology


It has become clear that the adoption of new recruitment and selection techniques necessarily involves technology. Suffice it to note that most of the selection process is already based on the digital world, especially concerning finding and attracting potential candidates. To deal with the immensity of data generated on the web, you need tools that collect, analyze, and interpret all this information, which will later be translated into recruitment insights. You need technology solutions that can automate tasks, apply data intelligence, and handle Big Data. If you want a complete solution that brings all these elements together, Fischer & Partners is worth a try.


Our platform offers a large database of high-level professionals, pre-selected through thorough testing and analysis. For this, we use machine learning and artificial intelligence, which enhance the evaluations and prove the skills of the candidates. This way you can reduce your hiring time by up to 70% and are guaranteed qualification.