What is and how to use smart recruiting to grow your company

Smart recruitment is one of the growth drivers of the most innovative companies on the market. After all, bringing the best professionals to your team is essential to get the results you want. And to facilitate, accelerate and improve this process, you need to combine the intelligence of the Human Resources area with the new technologies that online recruitment platforms offer.

Want to use smart recruiting to take your business to the next level? Check below the content we have prepared on the topic and schedule to hire the best talents!

1. Smart recruitment: what is it?

It is a strategy that consists of locating, attracting, engaging and retaining people with the right talents in the ideal positions within a company, enhancing their development. All of this with a differential: technology.

If you work in the Human Resources sector of a company, or even if you are an entrepreneur and manage the selection of talents in your business or startup, you probably already realized that recruiting qualified professionals is challenging.

To assist in the task, we have gathered the necessary insights and information in order to help you carry out efficient recruitment, ensuring the creation of a team with the skills that your company needs.

2. Essential steps in smart recruitment

Create a solid business culture

To recruit people with intelligence is to attract talents aligned with the purpose of your company. In other words, an effective recruitment strategy is directly linked to the culture of your business and the image it presents to the world.

Therefore, before you even think about looking for candidates for a specific job, be sure to manage your company based on parameters aligned with the business vision you have defined for it.

So, when you open a selection process, you will already have an essential criterion to filter the candidates: do they share this vision?

Select varied talents

In the HR area, the job market is increasingly focused on digital, demanding from companies and startups personalized solutions, dynamic services and agility.

In this context, it is even more important to keep productivity high. Therefore, it is essential to map different talents for the different positions in your company.

However, not only thinking about technical skills, but also whether behavioral skills are in line with the company’s purpose.

Invest in the career plan for employees

The career plan is an effective strategy, both to attract new talents to your company, and to retain those you have already acquired.

The truth, as you may have already observed, is that finding excellent professionals and keeping them in your company in a competitive market is not simple. Hence the importance of creating a development strategy for employees.

Presenting a job and salary plan that clearly demonstrates to the employee what steps he will go through in the corporate hierarchy and what are the skills expected of him, so that he can visualize his growth in the company, is a differential.

In addition, it can help prevent the competition from stealing your best talent.

Keep up to date on recruitment processes

There is no magic formula for hiring the ideal professionals. However, maintaining only traditional recruitment strategies may reduce your chances of accessing the best talent in the market.

Therefore, staying informed about intelligence tools is essential. In addition, some steps should not be overlooked when recruiting:

  • Understand who the professional is looking for, with what objective and be clear about what results you expect from him;
  • Filter the candidates that combine the most important factors: the skills needed for the position and, of course, the mentality aligned with the corporate culture;
  • Test the candidate in online interviews or simulations of routine work situations, to see if he is really the best fit for the job.

Actively participate in the process

Finally, the selection of new talents is a process that, whenever possible, should involve team managers and, depending on the vacancy, the company’s CEOS.

After all, no one will know how to better identify candidates who have an affinity with the company’s culture, far beyond the technical skills of a curriculum.

Advantages of smart recruitment

1. Productivity

With motivated employees, acting in line with their purpose and having their talents recognized by a career plan, your company’s productivity tends to increase.

An interesting fact: the American company Best Buy knows exactly how much a 0.1% increase in the involvement of its employees in specific establishments is worth. In this case, the value is more than US $ 100 thousand in the operating profit of the store in one year.

2. Quality of product/service

In line 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’s level of satisfaction and sales results.

3. Talent retention and lower turnover

Getting recruiting right means making sure you have the best professionals working for you. In addition to helping to maintain the fluidity of work processes, it also avoids dismissal costs.

After all, every time a collaborator is fired, it is necessary to disburse resources to put another in its place.

Types of recruitment

Now that we have talked a little more about the stages of smart recruitment and the advantages of getting the process right, let’s get to the practical part: how to put the strategies into action?

In summary, there are three forms of recruitment available:

1. Internal recruitment

Internal recruitment is one that takes place within the company itself. It is a strategy in which the manager, through the career plan, selects among the talents of the house the most suitable candidate for a new vacancy or vacant position.

Among the advantages of this method, the economy stands out 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. Being one of the most common strategies and used by companies of different sizes.

Among the advantages of the method, we highlight the wide possibilities of finding professionals with the necessary talents for a position, in addition to enriching the company’s intellectual capital.

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 real range to find excellent candidates, valuing the vision of both those who are already in the company and those who see it from the outside.

Recruitment and selection techniques

Regarding the most used recruitment techniques, the following stand out:

  • Telephone interview: can be done after the initial screening of the selected curricula and talents, to check how the person behaves on the phone and their basic communication skills.
  • Face-to-face or online interview: the recruiter will be able to meet the candidate in person or by video, clarify doubts about their professional aspirations, as well as direct strategic questions.
  • Group dynamics: allows you to assess how candidates perform when performing group tasks, a key aspect for jobs that require teamwork.
  • Aptitude tests and behavioral profile: essential to assess whether the candidate is really the person who best fits the job.