Effective Recruitment and Selection Guide
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ScribdTranslationsEffective Recruitment and Selection Guide
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ScribdTranslationsStep by step for successful Recruitment and Selection:
1. Structure a Job and Salary Plan
2. Define which position needs to be filled.
3. Determine the behavioral profile you are looking for.
4. Plan the recruitment and selection process.
5. Carefully prepare the job advertisement.
6. Make the announcement.
7. Measure the results
If you don't measure, you don't manage. That's why it's important to have well-defined metrics.
and accompany them over time.
Here are the four that I consider the main ones and I suggest that every company should have!
Candidate Qualification Index: index obtained by the number of CQ
(Qualified Candidates) divided by the total number of candidates for the position.
This indicator is important in the long term for you to understand how well you
draw a vacancy with the managers;
Days for Hiring: between the moment the candidate applies for the
Job vacancy and hiring, how many days does the whole process take? This information is important.
Well, speed nowadays is essential if you want to have good resources.
Ideally, you should have this indicator lower than 30 days;
Candidate Satisfaction: after each interview, send a survey to the
interviewed in order to measure their satisfaction with the whole process of
recruitment. The ideal satisfaction index should be above 70%;
Proposal Acceptance Rate: what is the percentage of people who received
a job proposal from your company that they accepted? You should wait
a rate greater than 75% of this indicator. If it is lower, it is necessary to investigate.
Some probable causes are the offered salary being below the market.
or the candidate satisfied with what they saw during the selection process, besides
a very long duration of the process, among others.
Tips for a productive and effective interview:
1. To know the person's life story, how they live, what their constitution is.
familiar?; This is important because we need to identify what the values are.
of these people and if they are compatible with the company's values;
2. Know your professional dream. What do you aspire to for your career? Where
Where do you see yourself in two years? What is your purpose? Are you really willing to...
grow with us in June? Where do you want to go? Where do you want to be in 2 years?
What is your professional dream? What do you aim for in your life?
professional? This is important to understand if the person will drive your
junior professional dream with the same objective as the company. Employer and
Colleagues want the same goals; otherwise, the activities will not go forward.
to happen as planned.
3. Why did you choose my company to work for? Do you know if your
Is this a desirable company to work for? Do you understand what the profile is?
from your company to be able to direct your contributions?
What are this person's values? What does he believe in?
believe that we have enough energy, internal resources, and motivation to
to work?
5. Why does this person need to work? Because many people do not work.
due to needs, some for hobby, others to pass the time, to
earn a little money and stay still for a while. What needs to be understood is if the
Is work really important for these people?
For the senior productive collaborator: If you want people with the same values,
Philosophy, principles, and vision of your company, it is necessary to require training, to talk,
inspire the person.