Smart recruitment is one of the growth drivers of the most innovative companies in the market. As you know, bringing the best professionals to your team is essential to getting the results you want. And to make this process easier, faster, and better, you need to combine Human Resources intelligence with the new technologies that HR offer.
Want to use smart recruiting to take your business to the next level? See what you will learn in this article:
What is smart recruitment and how does it work?
How to implement smart recruitment in your business
What are the main types of recruitment?
What are the main selection techniques
How was the evolution of talent capture
How technologies enable smarter recruitment.
Smart Recruitment: What is it?
Smart recruitment is a strategy of locating, attracting, engaging and retaining the right talent in the right positions within a company, enhancing their development. All this with a differential: the aid of technology.
If you are in the Human Resources sector of a midsize or large business, or even entrepreneurial and managing the talent selection of your small business or startup, you have probably noticed that recruiting qualified people for a team is challenging. The themes that permeate the world of hiring people are recurring in articles from specialized magazines, university lectures, entrepreneurship blogs, autobiographies, and business books. This shows that the challenge is faced by the vast majority of companies.
The truth is that there is no single way to summarize what smart recruitment is. However, if you are faced with the task of building a team or finding new employees for your company, be aware that you can design an effective strategy to ensure the success of the selection process.
To help with the task, in this article we gather all the insights and information you need to help you perform smart and efficient recruitment, ensuring you create a productive team with the expertise your business needs.
Step by Step for Smart Recruitment
Business is made of people. No wonder talent management is still one of the most challenging points for Thai entrepreneurs according to the survey in Thailand. By interviewing 100 entrepreneurs with different profiles, the study found that people management and leadership development is the main difficulty encountered by most entrepreneurs. Superior to financial issues and decisions related to marketing or sales. The challenge, of course, starts already in hiring. But how to exercise smart recruitment in practice? There is no magic formula. However, some steps are essential.
In the following, we will cover the main ones.
1. Create a solid business culture
More than assessing technical skills and resumes, recruiting people with intelligence is about attracting talent aligned with the purpose of your business. In other words, an effective recruitment strategy is directly linked to your business culture and the image it presents to the world. So before you even think about seeking candidates for a specific job, make sure you run your business from parameters that are aligned with the business vision you set for it. So when you open a selection process, you already have an essential criterion for filtering candidates: Do they share this view?
To give you an idea, the issue of company culture is so important to organizations like Google and LinkedIn that they go beyond the question of purpose and define their own openly shared employee value proposition. by the term (EVP). A report published in 2015 explains exactly what a company has to gain by defining a value proposition and communicating it efficiently to its employees:
See how corporate culture directly relates to smart recruitment?
As CEO or HR manager, you may have realized that the increasingly digital-driven job market demands from companies and startups personalized solutions, dynamic services, and agility. In this context, smart recruitment is even more important to keep motivation and productivity on the rise. Far beyond hiring people, recruiting today means building a talent pool with candidates that align with the corporate culture and master not only the technical side of their respective fields but who are also willing to assist in other areas of the company. Therefore, it is essential to map different talents for the various positions in your company. However, not only thinking about the execution of tasks but keeping in mind candidates who are willing to work with you and other employees in line with the purpose of the brand.
3. Invest in the career path for employees
Career planning is an effective strategy for both attracting new talent to your company and retaining those you have already acquired. The truth, as you may have already noted, is that finding top professionals and keeping them in your company in a competitive market is not simple. Hence the importance of creating a development strategy for employees.
In the book The Difficult Side of Difficult Situations: Building a Business When There Are No Ready Answers,entrepreneur Ben Horowitz, who founded and directed several successful Silicon Valley technology startups, offers pragmatic advice: Take care of people, products and profits - in that order. The reason is clear: If you do not take care of the self-esteem and motivation of the professionals who make the company develop daily, the negative impact will appear on product quality. And consequently on profits.
Presenting a job and salary plan that clearly demonstrates to the employee what steps he or she will go through in the corporate hierarchy and what their expected competencies are, so that they can see their growth in the company, is a differentiator - and may be the factor that will avoid that competition steals your best talent.
4. Stay up to date on recruitment processes
There is no magic formula for hiring the right people for your business. However, sticking to traditional recruiting strategies will certainly reduce your chances of gaining access to the best talent in the industry. Therefore, staying informed of new intelligence tests and tools is essential.
Of course, some steps should not be ignored in smart recruitment:
You need to understand who the professional you are looking for, what your goal is, and to be clear about what results you expect from them.
You need to filter among candidates those that combine the most important factors: the skills needed for the job and, of course, the mindset aligned with the corporate culture.
You should test the candidate through online interviews or simulations of routine work situations to see if he or she is the fittest for the job.
By combining such strategies with modern recruitment techniques and tools, aided by machine learning, you will surely be closer to the right candidate.
5. Actively participate in the process.
Finally, it is worth reinforcing: The selection of new talent is a process that, whenever possible, should involve the company's founders. After all, no one will be better able to identify candidates who have the seed of organizational culture embedded in them - far beyond the technical skills of a curriculum.
Advantages of Smart Recruitment
Entrepreneurs often have a busy schedule. So why put recruitment as a priority during so many other meetings and different appointments? The answer is in the medium and long term. Not investing in smart, well-done recruitment is something that in a few months will bring negative business results. By contrast, the acquisition and retention of talent are what will make a company go. This is no small talk. It is proven in numbers.
Here are some of the key benefits of smart recruitment:
With motivated employees, acting in line with your purpose and having your talents recognized by a career path, your company's productivity will increase. An interesting fact: Best Buy can tell you exactly how much a 0.1% increase in employee involvement in specific establishments is worth. In this case, the value is over $ 100,000 in-store operating profit in one year.
2. Product / Service Quality
In keeping with the previous topic, engaged and productive employees will perform their daily activities better. The result of this is directly reflected in the quality of your product or service and, consequently, in your customer satisfaction level and sales results.
3. Talent retention and lower turnover
Getting recruitment right means ensuring that you have the best people working for you for a long time. In addition to helping to keep work processes flowing, it also avoids financial loss. After all, every time a collaborator is fired, you need to shell out resources to put another in your place.
Now that we've talked a little bit more about smart recruitment steps and the advantages of getting it right in the process structure, let's get to the practical part: how to put strategies into action?
In summary, there are three existing forms of recruitment:
Internal recruitment is one that happens within the company itself. This is a strategy in which the manager, through the career plan, selects from among the talents of the house the most suitable candidate for a new vacancy or position. Among the advantages of this method are the economy and the fact that the entrepreneur already has prior knowledge of the candidates.
2. External Recruitment
External recruitment is one in which the company maps the job market in search of new talent. It symbolizes one of the most common strategies employed by companies of different sizes. Among the advantages of the method, we highlight the wide possibilities of finding professionals with the talents required for a position, besides enriching the intellectual capital of the company.
3. Mixed Recruitment
Mixed recruitment, as the name suggests, is a strategy that combines the search for talent inside and outside the company. Among the advantages of the method, we highlight the possibilities of opening a true range to find excellent candidates, valuing the view of those who are already in the company, as well as those who see it from the outside.
Recruitment and Selection Techniques
Regarding the most commonly used recruitment techniques, the following stand out among the following:
This can be done after the initial filtering of selected resumes and talents to verify how the person behaves on the phone and their basic communication skills.
Individual face to face interview
At this stage, the recruiter will be able to meet the candidate in person, clarify occasional doubts about his or her professional talents and aspirations and direct strategic questions.
It is a methodology for assessing how well candidates perform when performing group tasks, a key aspect for positions that require intense teamwork.
Aptitude tests and behavioral profile
Behavioral profiling tests are essential in assessing whether the candidate is the person who best fits the job. Currently, such assessments can be applied with the aid of data mapping technology software.
Evolution in the recruitment of people
The first Human Resources departments emerged in the mid-20th century, due to the enormous changes caused by the Industrial Revolution. But it was not until the next decade, in the face of the obvious need for human capital appreciation, that recruitment processes began to be improved. Today we live in the age of information and intelligence. Therefore, as we have pointed out throughout this article, being open to all innovations and strategies to ensure effective and successful recruitment is essential for the manager who wants to keep his company on the rise. In other words, entrepreneurs and HR managers can find technology as a powerful ally for talent recruitment.
HR for Smart Recruitment
HR are companies that develop technology solutions for Human Resources and are all about the current landscape of smart recruitment. These innovations are designed to increase industry efficiency, speed, and intelligence while reducing costs. HR niche in smart recruitment is already established in other parts of the world. In Thailand, it has shown expressive growth in recent years. In the first decade of the 2000s, the country had only two companies that could be considered HR. Both developed recruitment and selection sites. From 2010, Thailand began to look more closely at technology applied to smart recruitment. Only in 2016 and 2017, however, the market opened and settled permanently in the country. Today, the old vacancy sites are still widely used, but the ecosystem of companies with technology solutions for HR is much broader. Many HR offer solutions to facilitate and optimize candidate selection.
This is the case with Fischer & Partners, which helps companies find above-average talent who do not use traditional job search channels, reducing their hiring time by up to 70%. In this case, to make recruitment smarter, the company uses machine learning, that is, artificial intelligence applied to the work of connecting talent and vacancy. There are also HR who create tools focused on wellness management and employee development. And also a new area, which we can consider an intersection with marketing: the brand reputation as an employer, based on the testimony of current and former employees. So, to better understand the new scenario of smart recruitment, it is worth checking a study that we did on the HR landscape and the solutions offered in the Thai market.