“Companies are people.” The phrase is the mantra of human resources professionals and helps explain the importance of choosing the team well. When recruiting the best candidates for the growth of the company, a well structured recruitment process makes all the difference.
A hiring process must be planned
“Paying attention to the hiring process is fundamental,” says Fernando Medina, operations director at Luandre, one of the largest employment agencies in Latin America. “There are several factors that can lead a company to hire an inadequate person and that will directly impact the results, because a wrong contract costs very expensive,” he explains.
Ana Lúcia Coelho Ravagnani, consultant within a career management and outplacement company, agrees that:
“The cost of the dismissals and the resumption of the selective process of zero impact even the performance of an area, when it is a strategic professional”.
This applies mainly to vendors and consultants, whose performance directly affects the company’s results.
Therefore, it can be said that planning the hiring process is a condition to achieve business success. If you do not know how to act in each stage and you do not have clarity about the professional you are looking for, the risk of hiring an unsuitable candidate for the position is very high.
The stages of the hiring process
Ravagnani explains that the hiring process includes several stages, with a chronological organization. “They all have their importance, but the most valuable thing is the moment of the interviews, which is when the most appropriate people are selected for the organization,” he explains.
The main stages of the process, according to the specialist, are:
Description of the vacancy
Communicate the professional profile you are looking for, with details such as skills, training, behavioral characteristics and compensation.
Publish the description of the vacancy in the channels that candidates use, such as LinkedIn, Twitter, Facebook, in the “work I know” section of your company’s page, recruitment companies and specific groups.
Selection of resumes
It filters the curricula that are not relevant or that are not suitable for the company’s objectives.
Contact by phone
Make an initial contact to check the availability of the candidate, check their skills and probe their interest in the vacancy.
Schedule the interview
The meeting can be in person or by online videoconference and can be conducted by an HR manager or staff, depending on the company’s culture and its size.
Check the skills and qualifications necessary for the position by applying, for example, assessments of specific knowledge and language, or psychological tests.
After going through all the stages and choosing the best candidate, it is important to notify professionals who were not selected. “It is important to send at least one email to those who participated in the process, but they were not approved, thanking them for their participation”, recommends the specialist. “Despite the negative result, it must be reported, because it is a form of respect for the person who invested their time and energy,” remarks Ravagnani.
Finally, it should be noted that the hiring process should be as short as possible. “The faster the process, the less risk there will be of losing candidates,” says Medina. “Many companies present unnecessary stages or take a long time between one stage and another and this causes candidates to desist or find another job in the meantime,” he says.