Concept and Techniques of Recruitment and Selection Trends in 2020

The role of the recruitment and selection process is to find the right professionals to grow your business and become a great success.

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HR is a very broad discipline, formed by a group of subsystems that aim to manage the entire journey of employees from their entry to the termination. At the beginning of HR is the recruitment and selection process, which is the set of activities that aims to find the most suitable people to fill the vacancies available in the organization.

Poor contracting affects the routine of the organization and the work. It affects interpersonal relationships and even market expansion strategies. On the other hand, following good practices and using the appropriate human resource management solution, the process becomes an important business ally.

What Are Recruitment and Selection?

Recruitment and selection is the name given to the HR subsystem that has the function of attracting and choosing the most suitable people to work in a given position in an organization. 

It is very common for these terms to be used together as if they were synonyms or unique activities. However, these are two distinct functions, which complement each other and depend on each other to ensure greater efficiency. We will better understand each one of them below.

Recruitment

Recruitment is the set of information, procedures, and techniques used to attract potentially qualified candidates to fill existing positions in an organization. The purpose of recruitment is to bring in as many professionals as possible, within the necessary specifications.

Therefore, we are talking about steps that involve the description of vacancies, the dissemination in the relevant channels, and the receipt of resumes and applications. The way a vacancy is described attracts or removes good candidates.

That's because this is the first contact between the company and talent. The better and more specific the vacancy is, the more chance that candidates adhering to the position will forward the curriculum, thus avoiding a flood of resumes outside the profile.

Another interesting point to think about when recruiting is: how well-known is my company? How interested are people in working for your organization? There are companies that are “consumer dreams” for candidates - usually companies that have good visibility and a lot of credibilities.

Given this aspect, if your company is not very familiar with the scenario in which it is inserted, it is necessary to include a short summary of the organization's history and main objectives, thus generating desire in the candidates to work in this corporation.

So far, HR analysts have not taken any qualifying or eliminatory action.

Selection

Selection is the stage in which the professional will be chosen to fill the vacancy. From the start of recruitment to the end of the selection, there are numerous actions and activities that aim to find candidates who are aligned with the desired profile and with the greatest potential for involvement with the organizational culture.

The criteria for making a good selection vary widely, depending on the characteristics of the job in question. In the recruitment and selection process - as a whole - different tools and tactics are used to make the results more accurate, as we will see in detail.

How Important Is the Recruitment and Selection Process?

When there is difficulty in attracting suitable candidates, the big challenge is to ensure that the candidate's values ​​and way of working have to do with organizational culture.

If the hiring is by professionals who do not fit into its structure - or who remains shortly after hiring, the indicators tend to demonstrate that the result of this process was negative, generating waste of energy, time, and money.

What Are the Benefits of a Well-structured Recruitment and Selection Process?

Companies that understand the relevance of the recruitment and selection process reap important benefits in both the short and medium and long terms. Among them, we will highlight the most impactful for the business results in the market. Follow.

Cost reduction

Cost reduction is always one of the goals of any entrepreneur. The use of the appropriate tools and procedures means that HR spends less time and effort in filling vacancies. Analysts are able to better manage the routine and increase their productivity. By adding each small gain, the difference becomes even more visible.

Strengthening of business strategy

The hiring of people needs to be aligned with the guidelines outlined in the company's strategic planning. This involves issues such as cultural fit, skills, competencies, and technical capabilities of the teams that are formed. 

A well-structured recruitment and selection process is able to find the right professionals for the challenges that the organization set out to overcome.

Strengthening the organizational culture

Since we mention cultural fit, people are currently looking for companies that share the same values ​​as themselves. Characteristics such as salary and practice area are no longer the main decision points and the organizational culture has gained an increasing weight. All of this starts with the selection, which needs to be more careful and adopt specific methodologies to provide this differential.

Turnover reduction

In an era in which young people tend not to stay in the same company for many years, retention has become one of HR's biggest difficulties. The best way to mitigate the turnover problem is to attack one of the root causes: selection failure.

A well-hired professional remains satisfied with his admission for much longer and is able to develop and grow internally.