Keys to Choosing the Best Human Talent | HRMS

Do you have the strongest possible talent in your business? Only companies that know how to adapt to the challenges of today's highly competitive market will be able to sustain themselves. To achieve this they need the most outstanding strength that an organization can have: its work team. Know the keys and apply the new ways that are revolutionizing the selection processes to attract the best talent in the labor market.

Selection processes are key in SMEs

Recruitment is a critical issue in organizations that have robust HR teams and the option of hiring headhunters to assist them in the processes. But in small and medium-sized companies it is a key process that the manager ends up assuming.

Experts provide guidelines that increase your chances of finding the right candidate for the position you need to fill:

• Be clear about what job profile is needed
• What do you want the employee to do?
• What are the expectations that the person must meet
• Know the organizational culture and look for people who fit in with it.

Having these points clear, it is defined how the search will be carried out, what type of tools will be used to make the selection and what will be the criteria for using them: a review of resume, the definition of requirements for the interview work, and/or testing that goes beyond technical knowledge.

Although it might seem that this is the way in which the selection of candidates has been done throughout life, the truth is that there has been a great evolution in this field. Technological changes, new job profiles, and the rise of new generations of professionals have driven these changes.

How to prepare the search

According to Charlie Hall, a partner at the headhunting firm Amrop Top Management, to have an effective selection and make the chosen candidate successful in the organization, you need:

1. Define a detailed profile of what the company needs

The important thing is to make a detailed profile of everything that the employee must do, aligned with an exact description of the position in order to define a profile.

“You have to be realistic about what you want, ask for a profile that is in accordance with the reality of the market. Sometimes entrepreneurs have very high expectations, which cannot be met. They demand too much and the market doesn't have it, ”says Hall.

2. Find people with the ability to align with the organizational culture and the work team

Another important point is to analyze if there is empathy between the candidate and the culture of the company, those who will be their bosses and/or subordinates, and understand what are the factors that can determine if a candidate will fit in well with them and if they will be able to meet the expectations of their immediate bosses.

“One of the main reasons for leaving the company is because the person does not connect with the organizational purpose or with the values ​​of the company, nor does he fit into the culture. If this happens, it will not be projected in the organization nor will it give the greatest potential, because this is the element for a person to feel part of the company, ”explains María Paula Ospina, Human Capital's consulting director.

Keys to choosing the best talent

Finding the best talent is not an exact science, but if it is done in a professional way and taking advantage of new advances to obtain a more comprehensive knowledge of the candidate, as well as to anticipate how they will react to real problems that they may face in their job, there will be a ground gained to succeed in the selection.

To help you do this, consider these questions in the selection process:

1) Does the candidate have empathy with the organizational culture?

The first thing that is needed is to find people who align with the values ​​and organizational culture. From the moment you are with the candidate, you must identify if you feel passion for what you do, for what you studied, if you are happy with what you do, and connect with the requirements of the organization because, if not, it is difficult that he is eager to grow in the company.

2) Do you like to learn?

Their willingness to learn should also be analyzed, not only with regard to technical issues but also transversal learning that allows them to have a broader vision and project themselves in the long term within the organization. Therefore, in the interview, you should inquire about the type of growth that the candidate is looking for.

3) Can your personal aspirations be connected to the organization or the job?

It is convenient to verify if there is a connection between the purposes of the applicant's personal context with those of the organization, to transcend from a transactional contract to an emotional one.

An issue that worries employers is the level of employee turnover, which grows more every day and has a very high cost for the organization. For María Paula Ospina, rotation, more than a generational issue, has to do with the alignment between the employee and the company: if the person believes -or not- that this organization is the place where they want to stay because they connect not only from the professional but from other areas.

4) Is it loyal?

In the interview, loyalty can be seen in the way the applicant refers to his previous employers, even if he has had bad experiences.

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