Recruitment and selection processes are part of HR routines. To retain top talent and build a strong, consistent team, the HR manager needs to know how to do the recruitment and selection process the right way.
Recruitment and selection techniques need to be applied precisely to avoid increased turnover. Today there are systems that apply artificial intelligence in recruitment and selection to increase performance success.
Today there are systems that apply artificial intelligence in recruitment and selection to increase performance success.
What is the difference in recruitment and selection?
Recruitment and selection are distinct phases for hiring professionals.
Recruitment and selection are distinct phases for hiring professionals.
When it comes to recruitment, the focus is on attracting, selecting, and designing the appropriate candidates for one or more positions within an organization, permanent or temporary.
The term can be defined as the attraction of people to be incorporated into the routine activities of the organization by pre-defining work requirements and specifying the employee profile. It also measures an individual’s likelihood of joining the organization, and its compatibility with the company’s mission, vision and values.
Recruitment can also be carried out in the processes developed for choosing individuals for unpaid positions, such as volunteer roles or training programs.
What is Selection?
The selection process aims at conducting interviews and evaluating candidates for a specific job, defined at recruitment, selecting. Finally, an individual for the vacancy, based on predefined criteria. Selection can range from a very simple process to a very complicated one, which depends solely on the company you hire and the position the candidate is looking for.
It is important to remember that in any and all selection process, it is necessary to obey certain labor laws, preserving both company and candidate, in order to avoid discriminatory acts during the selection of the employee.
Which comes recruitment or selection first?
Recruitment and selection are different processes. First is the recruitment that has as its premise: Attraction, selection and design of the appropriate candidates for the selection phase. Then the selection is made, which aims to conduct the interviews and evaluate the candidates, in order to select an individual for the job.
Factors that influence recruitment and selection
All organizations, whether large or small, put time and resources into the process of recruiting and selecting employees for the activities. However, they do not consider the same criterion.
There are factors that are often not considered by organizations, but directly influence the process. Administrative recruitment factors can be broadly divided into internal and external factors.
- Supply and demand;
- Unemployment rate;
- Intern market;
- Place where the applicant resides;
- Company image.
Supply and demand are the metric of the specific skills required in the job market. If the demand for a particular skill is high compared to the supply, a larger recruitment effort may be required. Thus, the higher the unemployment rate in a given area, the simpler the process of recruiting and selecting the company.
The unemployment rate has become one of the influencing factors in the recruitment and selection process. The number of unskilled candidates is very large, which causes difficulties in attracting and retaining suitable candidates. On the other hand, with the unemployment rate decreasing, it is important to explore new ways to recruit candidates.
The company’s image also directly influences the number of candidates who will be attracted to the position. In many cases, the applicant not only targets the salary amount, but prioritizes the company’s qualifications and working conditions.
It is very common for companies to prioritize candidates residing in their respective state. This avoids major changes and travel expenses for interviews and future allowances. The company’s image is also extremely important as it is responsible for attracting a large number of candidates with varying levels of qualification.
- Recruitment policy;
- Company size;
- Cost growth and expansion.
Most organizations have a policy of recruiting employees internally or externally. Recruitment by appointment is one of the most used by organizations, as employees themselves know the company better, making it easier to recommend candidates who can easily adapt to the culture of the organization.
What are the types of recruitment and selection?
Recruitment and selection methods or sources are defined before the company begins to recruit candidates and should consider the source and type of employee you are looking for.
There are usually two types of sources from which any organization can look for potential employees, both internal and external. But in addition to them, it is possible to perform mixed recruitment and online.
Internal recruitment methods include opening position changes, distributing announcements within the organization, searching the organizational database for the relationship of skills required to perform the job, to match the competencies held by current employees. This recruitment and selection method explores internal sources, filling positions and encouraging promotions.
The in-house recruit can drive job satisfaction and employee motivation as they see a new career opportunity available. Filling responsible positions with existing employees ensures that they are rooted in the culture of the organization. However, problems can arise if the internal promotion system is not seen as fair.
The best way to avoid negative impact when hiring or promoting an employee is to implement fair methods and procedures. By presenting the rules and steps of a structured promotion process, the company avoids discomfort by making employees understand and accept the outcome of the process.
External recruitment methods include the form of disclosure. The choice of recruitment method, internal or external, made by managers, depends directly on the strategy of the organization, which mostly has the strategy of encouraging internal promotions and transfers.
Mixed recruitment is the combination of external and internal procedures. It is made in a way that can reconcile the interest in filling the vacancy and the appreciation of the company’s talents. It can be done in three ways:
Prevalence of internal model
Attempted internal recruitment and, only in the face of failure, is the search for professionals from outside the organization.
Prevalence of external model
Initial attempt to find the employee in the market and, only on failure, the vacancy is open to employees of the company.
External and internal recruitment occurring simultaneously. With this, it is possible to generate an equal competition between the candidates.
In online recruitment and selection, it is possible to use the internet in favor of HR. This makes external or internal recruitment more efficient. But in order to do so, it is necessary to have a specialized platformto reach a larger number of candidates and automate the processes.
How does internal recruitment and selection work?
The source of internal recruitment and selection includes the people who are part of an organization’s payroll, ie its present workforce. Whenever any vacancy, transfer or promotion takes place, someone within the organization is updated and can apply to fill the vacancy.
1- Participatory Contributors
In the recruitment and selection process, participant promotions and transfers can be a good source of recruitment. Promotion to higher positions has several advantages. Are they:
- Moral construction;
- Encouragement of competent and ambitious individuals;
- Improved likelihood of good selection, from reporting on individual performance to readiness in availability;
- Low cost;
- The internally chosen employee is already familiar with the organization.
Internal promotion can also serve as a higher level management development training device. The perfect promotion requires the use of work statement, personnel records and skill banks.
Job posting opens up a range of options, so the medium and the way the job is advertised makes the company have a huge variety of candidates. A job that requires specific qualifications allows employees to strive for a better position within the company.
One of the bases for recruitment and selection, job openings should include important information about the job. Many allow machines to do their work. Therefore, it is important to question, measuring the willingness of relocation and preferences, as well as availability for training and courses.
When a position needs to be filled, the wpml_nbsp requirements are broken down and the candidates selected. Although recognized, problem matching can be an effective elimination method in recruitment and selection.
Another way to recruit and select employees is transfer without promotion. Transfers are frequent and give employees a broad view of the organization needed for future promotions.
2- Skills Inventory
Another method of recruitment and selection is the use of skill inventory. Essentially, skill inventory includes:
- A list of contributor names;
- Training, courses and training;
- Current position, work experience, relevant work skills;
- Other skills and qualifications.
The organization may search the skills inventory of other companies to identify potential candidates for job openings.
3- Job offer
These recruitment and selection procedures specify:
- Candidate type;
- Qualifications for vacancies to be filled.
With this, they end up adjusting workers to cover the gaps. Given the interest, employees who are able to fill vacancies are identified. The most qualified candidate occupies the highest position.
An excellent source of information allows:
- Current employees, who know someone who is qualified and interested in the position, nominate them for the position.
Some companies offer referral bonuses, a way to encourage employees to refer people. Employees hired by referral are willing to work as mentors ensuring that the nominee succeeds in the company.
How does external recruitment and selection work?
Every venture has to look for outside recruitment and selection sources for various positions. Organizations need to recruit outside employees to fill positions whose specifications cannot be met by internal employees and to meet additional job qualification requirements.
Some external sources of recruitment and selection are used by large enterprises:
1- Direct Method: University Recruitment
Jobs in commerce or industry have grown technical and complex, to the point that specialization is required for their execution. As a result, large organizations maintain close liaison with universities, vocational institutes and management institutes for the recruitment and selection of their employees.
An advantage of this method is that the placement center helps locate candidates and provides resumes to organizations, in addition candidates may be prescribed. On the downside, the campus uses forms of recruitment and selection that recruit and hire people with little or no work experience.
Thus, organizations have to offer some kind of training to candidates almost immediately after hiring.
2- Indirect Method: Announcements
Indirect methods involve advertising vacancies, mainly in newspapers, radio, television, trade and professional journals, technical magazines and pamphlets. Advertisements in newspapers and / or trade journals and magazines are the most commonly used method when qualified or experienced traders are not available from other sources.
Announcements usually provide a brief description of job responsibilities, compensation package, prospects in the organization, etc. This method is appropriate when the organization wants to reach a designated group and wants a large number of talented people from different places.
Nowadays there are a considerable amount of job site on the web. Potential candidates can post job site resumes so that the organization’s recruiter can look for the appropriate candidate more easily for recruitment and selection.
Internal Recruitment x External Recruitment
For all questions about internal and external recruitment and selection methods, know the advantages and disadvantages of each:
Advantages of Internal Recruitment
- The employer is motivated to improve their performance;
- Employee morale is increased;
- Harmony prevails in the enterprise because of promotions;
- Compared to getting candidates from outside sources, the internal movement of workers is cheaper;
- A promotion at a higher level can lead to a chain of promotions at lower levels in the organization. This motivates employees to improve performance by learning and practicing;
- Job transfer or rotation is a training tool for employees to prepare them for larger positions.
Disadvantages of Internal Recruitment
- When vacancies are filled by internal promotions, the space for new talent is reduced;
- Employees may be lethargic if they are confident about possible promotions;
- The spirit of competition among employees may be impeded;
- Frequent employee transfers can reduce the overall productivity of the organization.
Advantages of External Recruitment
- Qualified personnel: attraction of qualified and trained people to apply for the vacancy available;
- Larger choice: When vacancies are advertised in multiple places a large number of people are reached and apply. Recruiters have a wider choice when selecting people for the job;
- New Talents: External sources make it easy to infuse new ideas. This improves the overall functioning of the venture;
- Competitive spirit: Capturing external sources arouses competitiveness, making internal employees work hard.
Disadvantages of External Recruitment
- Discontent among existing staff: External recruitment can lead to discontent and frustration of existing staff. They may feel that the chances of promotion are slim;
- Extended process: External recruitment can take a long time;
- High cost: The external recruitment process is very expensive. Companies need to spend a lot of money on advertising and applying processes;
- Uncertain answer: External applicants may not be compatible with the venture. There is no guarantee that the venture will attract the right candidates from outside sources.
Recruitment and selection of temporary employee and part-time employee
An organization that hires temporary or part-time employees has a harder time attracting quality employees.
Use of hiring policy
The main internal factor that can determine the success of the recruitment and selection programmer is the use, or not, of the hiring policy. In most cases, a company cannot attract enough qualified candidates.
It takes time for the company to find the appropriate way to recruit and obtain a dynamic and effective method of selection. When the best alternative is discovered, the recruitment and selection plan is the easiest tip, minimizing the efforts placed on recruitment.
Another internal factor is size, which directly influences the recruitment and selection process. Contrary to popular belief, an organization with 100,000 employees has less difficulty recruiting than an organization with an average of 1,000 employees.
Cost is an internal factor that needs to be considered. Recruitment and selection expenses are calculated with each new hire and the amount is significant. So recruiters have to operate within budgets. Online recruitment systems are careful and can be considered, and the choice of professional recruiters can minimize recruitment and selection expenses. For example, an excellent cost reduction measure is to recruit several jobs at the same time.
The best solution is to seek to use professionals who already have practice in the function, or seeking to close gaps internally, with professionals already hired, thus reducing the need for recruiting. It is always important to calculate the quality, quantity and costs of recruitment and selection so that it is possible to assess whether the mechanism is efficient and cost effective.
Step by Step Recruitment Process
Recruitment is a process that aims to identify and attract people who are available in the job market, unemployed or looking for new opportunities, seeking to build a database of qualified candidates to perform a given job. This process includes five phases that are interrelated. Are they:
- Strategy development;
- Evaluation and control.
Step 1: Recruitment Planning
The first phase in the recruitment process is planning. Planning involves reducing job vacancies and gathering information about the nature of these jobs, outlining two specific objectives: the number and type of candidate to be contacted.
Step 2: Quantity of Candidates
Most organizations plan to attract a large number of candidates, much larger than they will actually hire. Scheduling the total time that the recruitment process will take place dictates the required number of candidates to be called so that all vacancies can be filled with qualified professionals.
Step 3: Vacancy Disclosure Means
The way the company should disclose vacancies is directly related to the type of professional it seeks to retain, so it is important to evaluate which people want to be informed about job availability. The type of professional depends on the tasks and responsibilities involved and the qualifications and experience expected. These details need to be available in the job description and job specification.
University recruitment is a method that requires the company to visit and interact with students on the university campus, attending trade shows and evaluating the academic performance of candidates.
Vacancy announcements usually provide a brief summary of the work to be done, which can be linked via radio, magazines, newspapers, television, and the web.
Public and Private Employment Agencies
Public and private employment agencies provide a large number of vacancies, and they advise, advise and assist applicants by indicating job vacancies, informing about the labor market and salary levels.
For companies, agencies filter the candidates that best suit the vacancies offered, pre-selecting according to the qualifications required by the vacancy.
Companies increasingly make room for their employees to make appointments to fill vacancies. The recommendation of a current employee regarding an open job candidate is viewed positively by companies.
With this, the referral of trusted people, friends and employee acquaintances has also become a good source of candidates.
Trade Union Aid
Unions can promote a handbook for workers with the basic qualifications required for a given job.
Traditional Recruitment Agency
Traditional recruitment agencies have a fixed place of business. As a result, an applicant needs to visit a local branch for a short interview and assessment before having their registration done at the agency.
Recruitment consultants work to match the candidate database, always analyzing vacancies opened by clients for possible indication. Candidates are listed and those who obtain satisfactory evaluation proceed to an interview with potential employers.
Research Firms & Executive Resources
Research firms and executive resources are the new hybrid operators in the recruitment world. These recruiters are able to combine aspects of recruitment research with hiring skills for the end client. These companies capture the intelligence of the candidate to assist and support the recruitment efforts of the companies.
Promotion and Transfer
The promotion aims to move positions, where the employee goes from a lower position to a higher position.
Transfer allows an employee to move from one role to another.
Recruitment sites have two main characteristics: They work based on curriculum vitae database. It has a platform that allows company partners to post available job openings.
As a result, candidates have several alternatives from curriculum distributing sources and can distribute the document on various platforms. Many websites charge companies fees for job vacancies and charge applicants for access to search and resumes for application.
Recruitment Strategy Development
When the company becomes aware of how much and what type of professionals need to be recruited, some information needs to be considered. Are they:
1- “Do” or “Buy”
A decision that must be made frequently in organizations is:
- Hire less qualified employees and invest in training and education programs;
- Make a greater effort to hire qualified professionals.
This decision can be called a “do” or “buy” decision. Organizations that invest in hiring qualified professionals need to pay more for these employees.
By “buying” employees, they have the advantage in the area in which they are qualified. Moreover, by having support and knowledge, professionals can start work immediately, without the effort and expense of training, which in these cases is little or no. null.
2- Technological sophistication
The second decision in strategic development is related to the method used for recruitment and selection. This definition is mainly influenced by the available technology. Technological advancement has made this possible, facilitating the work of recruiters, especially as teams evolve to use a recruitment and selection software.
3- Definition of Where to Look
To reduce expenses, organizations look to the marketplace for sources where they are most likely to draw good candidates. Generally, companies target them looking for their new employees, so they look for:
- In the domestic market, candidates who may occupy outstanding positions, such as administrative positions;
- In regional or local markets companies look for technical employees;
- In the local market, they start looking for salaried employees for smaller positions.
Organizations dictate recruitment metrics by analyzing the need and scope of searches. As a result, many companies adopt a strategy in which the initial search is concentrated within the regional or local space, limiting the market, so that they only allow expansion if efforts do not achieve the desired results.
4- Search During Recruitment
When a strategic recruitment plan is outlined, the search process can be started. But this involves two steps:
Sources and search methods are activated by issuing an employee requisition. This means that no current recruitment takes place until line managers verify that there is or will be a vacancy (vacancy means vacancy, vacancy, and it is also the time during which a position or job is not occupied or filled).
If the organization plans well and does a job by developing good sources and search methods, it will result in a large number of qualified candidates. These candidates in turn should be contacted and called for an interview.
Vacancy disclosure is a means by which the company needs to sell the organization, so you need to pay attention to the message that will be conveyed and the media used in the job posting. The recruitment message depends on the media. therefore, media selection needs to be viewed very carefully.
The playoff can be considered as an integral part of the recruitment process, however, this is the first step in the selection process. The purpose of choice aims to:
- Eliminate candidates who are visibly unfit for work from the recruitment process at an early stage;
- This type of effective shielding can save a lot of time and money.
The elimination techniques vary according to the candidate and recruitment methods used.
6- Evaluation and Control
Evaluation and control are incurred expenses required in the recruitment process. The expenses usually incurred are – Salaries for recruiters; administration and time that the professional spends preparing:
- Description, job specifications, announcements, agency link, and so on;
- Cost of producing manuals; general recruitment and administrative expenses;
- Cost of advertisements or other recruitment methods;
- Outsourcing cost while vacancies remain open;
- Cost of recruitment of candidates suitable for the selection process.
7- Recruitment Process Evaluation
The recruitment process aims to seek and retain a sufficient number of qualified professionals for evaluation. Recalling that, the evaluative objective may include:
- Return rate of applications;
- Number of satisfactory candidates for selection;
- Retention and performance of selected candidates;
- Cost of the recruitment process;
- Elapsed time of the data; comments on projected image.
8- Evaluation of Recruitment Method
The evaluation of recruitment methods may include:
- Number of initial questions that the company raised and that had results fully applied;
- Number of candidates at various stages of recruitment and selection process, especially short-listed;
- Number of candidates you recruited;
- Number of candidates retained in the organization after six months.
Step by Step Selection Process
Selection is the process of selecting individuals with the required qualifications who are competent to fill vacancies available within the organization. Selection is the process of selecting individuals with the required qualifications who are competent to fill vacancies available within the organization.
There is no shortcut to an accurate assessment of a candidate. So hiring processes are mostly long and complicated. Many employers use such techniques and pseudosciences as phenology, physiognomy, astrology, graphology etc. to make hiring decisions.
However, with modernity, these measures were considered uncertain. Every recruiter needs to clearly see the candidate’s qualifications and evaluate them before selecting him or her for the job. If the applicant does not have a satisfactory assessment at any stage, he is not considered for the additional stages.
Thus he will be rejected. For example, if a candidate’s particulars are not satisfactorily evaluated, he or she will not be called for testing. Similarly, if a candidate is on the tests, he or she will not be called for the interview.
The following procedure is universal, but from the results obtained it can be modified to assess the individual situation.
Step 1: Preliminary Interview
Evaluations and voting of pre-selected candidates’ curricula are carried out so that unsuitable candidates are eliminated. This action is usually followed by a preliminary interview with the purpose of choosing the best ones. The preliminary interview helps to eliminate people who do not fit.
There are several types of interviews that can be applied in the selection process, among them:
With prefixed unified questions. A structured interview (also known as a unified interview or an investigative-administered survey) is a quantitative research method, usually employed in investigative research.
The purpose of this approach is to ensure that each interview is presented with exactly the same questions in the same order. This ensures that the answers are reliably aggregated, enabling reliable comparisons between sample subgroups or between different survey periods.
Performed without structure and planning. In this case the survey questions are not pre-arranged, allowing spontaneity, making the recruiter need to elaborate the questions, developing them during the course of the interview.
This is considered to be the opposite of a structured interview that offers a fixed amount of unified questions.
Interviews of this type usually last a few minutes to check the value of the candidate. When companies are very large and need to filter and discard candidates, this is a good way to eliminate them.
Evaluation is based on the solution and approach of the candidates. Behavioral interviews are based on the premise that a person’s past performance at work is the best dictator of future performance.
When a company seeks behavioral interviews they want to know how candidates act and react under certain circumstances. They also want the candidate to give specific “real life” examples of how they would behave in question situations.
It features a series of harsh and quick questions intended to upset the candidate. In this case, for a psychological evaluation and to measure the reactions and performance of candidates under pressure and tension, the evaluators submit them to a series of questions.
Step 2: Applying Selection Tests
A job interview is a type of job test that involves a conversation between the job seeker and the representative of the organization. Interviews are one of the most popularly used employee selection devices.
Interview questions can be pre-structured, or completely unstructured, arising in conversation, or by a fixed list of questions.
Structured interviews are more valid than unstructured, that is, they are more accurate and help identify the best candidates more easily.
Recruiters are called to evaluate candidates who pass the interview to the tests. Different types of tests can be administered, depending on job, job and company. Generally, the tests determine the candidate’s skill, aptitude and personality.
Skill testing helps determine how an individual can perform work-related tasks effectively.
The aptitude test helps determine a person’s potential to learn in a particular area.
Personality testing is used to measure an employee’s motivation, predicting their functionality in a particular work environment.
The interest test can be used to measure an individual’s preferences for certain activities.
The graphology test is designed to analyze an individual’s handwriting. It may suggest the degree of energy, inhibitions and spontaneity of the person, facilitating the assessment.
Polygraph testing is designed to ensure accuracy of information determined in applications.
Step 3: Job Interview
The job interview is one of the steps of the selection process. The job interview is one of the steps of the selection process. This step of the process is nothing more than a formal and detailed conversation needed to assess the acceptability of the candidate. The job interview can be:
- One-to-One: In this type of interview there are only two participants, the interviewer and the interviewee;
- Sequential: involves a series of interviews. In this case, the strength and knowledge base of each interviewer are used for the individual and punctual evaluation of the candidate;
- Panel Interview: Consists of two or more interviewers. Any panel interview is less intimate and more formal than one-on-one and needs to be well controlled and organized and can provide a wealth of information.
Step 4: Candidate Reference
Many employers ask for names, addresses, and contact or reference number for the purpose of verifying information and perhaps obtaining additional information about an applicant. The reference serves two purposes:
- The first is to acquire information about the candidate from supervisors and employees who have had prior experience with the candidate;
- The second purpose is to assess the likelihood of potential success.
Step 5: Selection Decision
After obtaining information through the previous steps, the selection decision, the most critical of all steps, must be made. The other steps of the selection process were used to reduce the number of applicants. The final decision must be made from the group of individuals who have passed the tests, interviews and benchmarks.
Step 6: Physical Examinations
Certain jobs require unusual strength, strength and tolerance of harsh working conditions. In these cases the applicant has to pass the physical fitness test done by the company doctor or approved medical officers. Determining if the applicant is physically fit to perform the job.
This protects employers from possible claims for compensation from employees that are not valid, such as damage or illness that was already present when they were hired.
Step 7: Job Offer
Finally the selection decision must be made. After obtaining information from the preceding steps, the decision has to be made in conjunction with the department managers, as they are responsible for employee performance.
The job offer is carried out by means of a letter of commitment. This letter usually contains a date by which the selected person must submit the documentation.
Step 8: Employment Contract
Once the job offer has been completed and applicants accept the offer, certain documents must be submitted by the applicant and the employer. The employment contract is the form of attestation of hiring, so there is a need to prepare an employment contract.
Step 9: Completing the Selection Process
Contrary to popular perception, the selection process does not end with contract execution. There is another step, one more difficult, to give feedback to unselected candidates.
Factors Affecting the Selection Process
Factors to consider selecting certain people for certain jobs are:
1- Physical and Personal Characteristics
Sound body, height, weight, vision etc. In addition to age, gender, marital status, number of children, family background, etc.
2- Proficiency, Ability and Competence
Qualifications and prior experience. Potentiality of an individual to learn and become proficient in a job. Competence shows an individual’s ability to gain knowledge and skill for job success.
3- Temperament and character
Emotional, moral and social qualities, honesty, loyalty etc. A high degree of intellectual competence can serve as a substitute for such qualities as honesty and probity.
It is important to know about one’s character, one’s work habits, one’s way of reacting through adverse situations, the strength that drives one’s ability to work;
Uninterested candidates present a colorless and monotonous job. Interested parties show how significant and worthwhile the work is, thus developing skills that are perceived along with the accomplishments.
Even the person who has skill, competence, efficiency, if he has no interest in the job, will be unhappy.
Importance of Recruitment and Selection for the Company
Choosing the methods used for the recruitment and selection process is an important part of the success or failure of the operation. There are several sources and techniques that organizations can use to structure, simplify, and streamline the process.
To be successful in attracting qualified professionals to fill vacancies, it is important to consider some important steps in the process.
- Attract and increasingly encourage applicants to apply in the organization;
- Create a talent bank to select the best candidates for the organization;
- Determine the present needs and future requirements of the organization by planning and analyzing the job activities;
- Recruitment and selection is the process that unites employers with employees;
- Increase candidate database at minimal cost;
- Help increase the success rate of the selection process by decreasing the number of unsuitable candidates, differentiating them from qualified or overqualified candidates;
- Helping reduces the likelihood that recruited and selected job applicants will leave the organization after a short period of time;
- Know the legal and social obligations of the organization, regarding the composition of its workforce;
- Start with potential job candidates by identifying and preparing the appropriate candidates;
- Increase individual effectiveness and the various sources and recruitment and selection techniques for all types of job seekers.
Artificial Intelligence in Recruitment and Selection
Artificial intelligence can make recruiting and selecting your business faster and easier. With artificial intelligence assisting in recruitment and selection procedures, the routine is streamlined and HR has more time to focus on hiring the right person for the job.
There are several recruitment and selection software with artificial intelligence in the market. With them, you can make your selection process management completely online.
Here are the advantages of having Artificial Intelligence recruitment and selection software:
1- Disclosure of vacancies
Facilitate the posting of vacancies on your career page, job vacancy sites and social networks. Thus, instead of going after candidates, it is possible to prequalify and screen candidates through the recruitment and selection system.
Plus, with software you can better understand where your largest stakeholder audience is working for your company and how they got to the job openings.
2- Faster and more efficient recruitment and selection
Ranking intelligence ensures that the highest potential candidates will always be featured in the selection process as they have the ability to extract information and cross-data between companies.
3- Hiring for profile quality
The means of hiring this type of recruitment and selection is non-judgmental, focusing on the quality of the profile itself and how well the candidate fits the company’s values. Rank quality helps you cross-check resume information and show which profiles best match the job according to company criteria for recruitment and selection.
4- Video interviews
Video intelligence technology for recruitment and selection with artificial intelligence can help practitioners evaluate candidates using data that analyzes voice tone, word choices, facial expressions and body language.
The system issues reports that can be used to refine the recruitment and selection process. It makes it possible to see where the most qualified candidates come from. With this analysis, you can always be optimizing the processes.
6- Digital Admission
With this role, you can manage temporary employee contracts, and recruitment and selection software also enables HR to digitally onboard new employees.
The employees of any organization are responsible for keeping it running. With the fulfillment of these processes, nowadays, business organizations started to search for means of exchange of internal and external experience and information to attract new professionals.
With this, employees are encouraged to participate in the decision, through referrals, transfers and promotions, thus occupying a vital role in the management of the organization.
The organization’s performance depends on the efficiency with which its employees work. Therefore, it is of utmost importance that the most qualified and satisfying employees are selected. And this is where the recruitment and selection process begins.
The various recruitment and selection processes presented in this report indicate that these phases require a high level of analysis and planning in order to proceed safely and effectively. In the recruitment and selection process, not only must the HR department be involved, but the finance department also needs to forecast and prospect the budget for each step of this process.
Thus, the start of a task force is determined through the input of all departments. In addition, the success of the outcome of the steps the candidate goes through indicates the importance of efficiently running a well-executed recruitment and selection process.
Now that our recruitment and selection guide has reached its end, read on to read other articles on this subject:
External Recruitment: What It Is and How to Get Started
What is the difference between recruiting and selecting people?
5 Indicadores de Recrutamento e Seleção para avaliar
Types of Recruitment and Selection: What Are They and How Do They Work?
7 Recruitment and Selection Techniques to Apply This Year
Recruitment and Selection Processes