Recruitment 2.0
The word Vacancy serves to define a position that is free, therefore, we will have to look for a profile that matches the necessary requirements for the company for that job position.
Having vacancies planned by department should be a mandatory task in companies, as is creating an annual sales budget.
Did you know...
How to make a recruiting plan
Benefits it brings
Advantages
The HR scenario has changed with the incorporation of what is called Recruitment 2.0. If what we want is to increase the quality of hiring and for public vacancies to reach the ideal candidates, we must update the way of working and communicating.
Companies should publish through as many social networks and platforms as possible and carry out social and mobile recruiting.
As we know, 75% of people use mobile phones to actively search for employment, so the HR department must keep this in mind since it is a very quick option to reach them.
DETERMINE THE NEED OF THE COMPANY
DEFINE THE POSITION AND COMPETENCES
You must define the position, with the tasks it performs, the frequency, the risks of the position, the responsibility... From this analysis a hard profile (necessary knowledge and previous experience) and a soft profile (professional skills) should emerge.
CHOOSE THE FORM OF RECRUITMENT
It can be internal or external, internal recruitment seeks to fill a position with workers from the organization, external recruitment focuses on finding the best profiles outside the company. It can be carried out by the company itself or outsourced.
DEFINE BUDGET AND CHOOSE RECRUITMENT SOURCES
Employment portals.
Social networks.
Specialized sector events.
Public employment exchanges.
Company Employment Page.
Open day.
Recruitment agencies
CHOOSE AND DEFINE THE FLOW OF THE PROCESS AND EVALUATIONS
It is about defining and developing the tests that they must go through to evaluate the candidates and choose the best one for the company (filters, interviews, psychotechnical tests, assessment center, in-basket tests, etc.).
FINAL DECISION MAKING
INCORPORATION, SUPPORT AND TRAINING
-
Attract a competent profile to the company.
-
Greater visibility and reach
-
More efficient and personalized selection with candidates.
-
Time saving
-
Improves and facilitates the planning of the phases of the selection process.
-
Enhance the talent of new collaborators.
1) Cost savings: The economic costs necessary to publish job offers on social networks are quite low or even zero.
2) Time savings: Today, screening processes can be carried out efficiently and faster than ever. Completely manual course screens are a thing of the past. This task occupied several hours on the agenda of those responsible for the electoral process. Fortunately, this process can now be largely automated.
3) Create brand image: Web 2.0 tools allow companies to present themselves abroad in a more accessible and transparent way. These are the channels through which people can get a more accurate impression of the company. Therefore, companies have a great opportunity to build a good reputation and work on their employer brand.
4) Wide dissemination of works: Millions of users live on social networks and share the published content. If a company can take advantage of this and make their job posts viral, they can catch the attention of many people. Additionally, unlike other media, messages are not only targeted at people who are actively looking for work, but can also be received by passive job seekers.
5) Learn more about the candidates: Web 2.0 is a very valuable source of information. Therefore, more and more recruiters are checking applicants' fingerprints at some stage of the selection process. At the same time, they have the opportunity, for example, to evaluate the candidate's knowledge or to check the validity of certain data. However, you should remember that there are privacy rules that should never be exceeded.
