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Throughout the lifespan of a company, the recruitment and selection of personnel represent one of the biggest challenges for the human resources management sector. This process, however, proves to be vital for the smooth and uninterrupted functioning of companies and, at the same time, for the achievement of their objectives, as it requires managers to choose the best candidates to fill the vacancies available at all times. On the other hand, each vacancy to be filled requires a specific professional profile, capable of adding value to the organization and therefore , it is essential to employ efficient techniques suited to the company’s needs to ensure a successful selection process .

What are these techniques and what do they mean for business success?

Recruitment and selection techniques are essential procedures to ensure that the company has the necessary talents to achieve its objectives and meet business demands . Furthermore , they also serve to evaluate the technical skills and abilities of candidates , which allows organizations to bring the most skilled talents that are best aligned with the organization’s objectives, goals and principles. In such a way that, A poor choice of employees can significantly impact the company’s performance and financial results, making it therefore crucial to invest in effective recruitment and selection methods to avoid bad hires and thus save resources and promote a more productive and harmonious work environment .

How to know the ideal techniques?

Recruitment techniques may vary according to the needs and characteristics of each organization , however they include , but are not limited to, a series of processes and methods to identify the most qualified candidates. Among them we can mention the following:

1. Competency mapping

Competency mapping involves assessing competencies such as knowledge, skills and attitudes of each candidate through specific activities . By defining the relevant skills for the position, it is possible to create situations that allow identifying which candidates have them and at what level of development they are.

2. Psychological tests

Psychological tests are scientifically based tools, applied by psychology professionals to determine various characteristics of candidates. They provide detailed information about personality, attention, logical reasoning, intelligence, among other aspects. This information defines the final decision making in the selection process .

3. Dynamics

The dynamics, whether individual or group, aim to simulate real situations and evaluate how candidates react to them. This provides a clearer view of candidates’ actual behavior, increasing the ability to predict how they would behave within the organization.

4. Internal selection

In internal selection , the search for a professional takes place within the organization itself, among employees already hired. This practice, quite common, allows the promotion or reallocation of talent within the company, optimizing the use of available human resources.

5. Talent pool

talent bank integrates candidate information, such as previous professional experiences and academic training, facilitating the selection process when vacancies arise in the company. This organization of CVs allows the search for professionals with the desired skills, making the selection process more agile and efficient .

6. Recruitment agencies

Recruitment agencies are hired to select , in general , candidates well trained , ensuring a discreet and confidential search for talent in the market. Using this method allows you to identify qualified candidates through an established network of contacts .

7. Employee referral

Implementing a referral recruitment program, in which employees who refer new employees assume part of the responsibility for their potential performance , can significantly improve the hiring process. When based on skills and not affinities , this practice reduces spending on resources and time, in addition to increasing selection efficiency .

8. Sharing on the internet

Advertising vacancies on the internet is an efficient strategy, reaching a large number of candidates in an automated way and expanding internal and external recruitment possibilities. Using specialized platforms such as LinkedIn, among others, facilitates the automation and expansion of this process, making it more efficient and comprehensive .

By acquiring knowledge or skills in some of the techniques presented, it becomes possible to evaluate which of them may be most suitable for improving the quality of the selection process in the organization. This improvement can result in the attraction of more qualified talents aligned with the company’s needs. It is therefore essential that the techniques chosen take into account the specific nature of the position to be filled, as well as the skills and knowledge required to perform it effectively, as this is the only way to make a precise and targeted selection in order to find candidates who fit the company’s needs and contribute to its success.