Contratar al empleado equivocado puede suponer la pérdida de dinero y tiempo y más allá de eso puede costarle clientes. Tomar una mala decisión a la hora de la contratación puede obstaculizar su progreso.
All of this puts a lot of pressure on the human resources department since from hiring to onboarding, the process involves moving elements and a similar percentage of success and failure rates.
In the following lines we list some tips for the job selection process and more specifically some tips for Tech companies.
1. Anchor yourself to the hiring criteria
Think of the hiring criteria you initially established as your ground rules. In general, that's what should guide you through your evaluation process. Anchoring yourself to hiring criteria helps prevent two of the most common pitfalls during the hiring selection process:
2. Use a new approach to discover new talent
There is an approach outside the networks that is very suitable for recruiting talent: employee referrals.
Their staff knows everything about the company, its goals, culture, team dynamics, and day-to-day operations. No one is better prepared for recruiting talent than existing employees.
And, since they are expected to vouch for their candidates, they will think twice before recommending a person for the job without being sure of their worth.
3. Take advantage of technology
Technology is rapidly changing the way we do many things, including how we find, apply for, and secure employment.
Especially in recruiting, innovation is going crazy. From recruiting to onboarding, there is technology that can help you through every step of the hiring bottleneck. In the case of the world of software development The topic becomes interesting from the creation of code test to the code reviews.
The Rviewer case
Rviewer offers a pool of pre-qualified candidates through code test which then present a more than detailed analysis of the candidates' skills.
The proposed challenges have been designed to be attractive to a high number of candidates. To achieve this, technical tests have been created in which problems to be solved are posed. These tests, in addition, are agile and of shorter duration. And at the same time they are cumulative: a programmer can test himself in several challenges at the same time.
Basically, recruiting technology helps recruiters find better candidates, faster, cheaper and more easily.
4. Take a look at the candidate's social networks
Visiting their social networks will give you a picture of their social skills and you can also see portfolios they have uploaded.
5. Continue to optimize your onboarding program
The Selection It is not the last step in the hiring process. The company's brand depends on the willingness to help new employees adapt to a new work environment and get used to their daily responsibilities. This part of the process is called incorporation.
The most important thing every employer should understand about onboarding is that you can't rush it. On the contrary, this should be an ongoing practice.
