What
does a recruiter do? What should you evaluate before starting the
process?First of all, we must know what a recruiter of personnel is? To
get into the matter of this topic. This
person is in charge of looking for human talent for the company in which he
works, with the aim of evaluating the one that is best qualified for the
position. This is how it will be in charge of taking the
necessary actions to properly select the person. For this reason, we can
say that what
a recruiter does for
the company has great value because it is the one who contributes to the
creation of talented teams. technologyies
#1. Organize the talent
search:
Those in charge of finding applicants must recognize the existence
of vacancies through the systems and methods of the Human Resources department. Likewise,
these tools will allow them to identify the needs in each sector of the
company or at the express request of their directive.
You must first show the
need to fill a position and be thorough in the description of the person who is
going to perform it after the selection. Being able, at any time, to
request additional data to help you in this search from the management or head
of the corresponding sectors.
It is also necessary to
take into version the environment in which they will operate. The freedom
they have to choose between the candidates and evaluate them, which will depend
on some indicators :
·
·
The
economy. This gives the guidelines about the situation of a sector, region,
or country.
·
Incorporation
activity in other companies. It will allow you to know the methods,
challenges, and goals of your competitors. One way may be to follow up on
published announcements, requesting applicants.
·
Current
sales income. How the decisions HR makes will depend on predictions. The
variables that exist between reality and projections can be a fundamental
element.
#2. Evaluate the
policies applicable to the search for talent:
Sometimes, the internal regulations of a company can also be
limiting when choosing candidates.
·
·
To
guarantee current employees a career, not just a single job position, certain
companies prioritize their existing workforce before searching for external
applicants.
·
Compensation,
or remuneration, is another factor. Especially when trying to attract
interested parties to the position from abroad. HR has a minimum
negotiation capacity in this area. Therefore, he will request the guidance
and support of the legal and administrative sectors of the company.
·
A
point of the study, before the beginning of the selection, is the type of
hiring. Contingent on the laws in force in each region, the company can
approve or reject the possibility. For example, you are integrating someone with
a temporary contract into your workforce.
·
I
am returning to the point of the possible hiring of foreigners. It is also
essential to review the laws at the national level. It can specify a
minimum or a maximum number of immigrants that could be hired per company.
Being clear about the responsibility of the vacant position in
question is what will make it possible to understand what type of candidates
are suitable. The first, the remuneration. A person with a lot of
experience and qualified will aspire to charge more than someone less educated
or versed. Finally, one
of the most serious problems can derive from the hiring of an over-qualified
worker who does not find satisfaction in his new task, for not finding
in him a challenge to their abilities.
#3. Finding recruitment
routes:
Let's not forget what a talent recruiter (job) does manage a budget that will be both tight
and inflexible, most of the time.
This forces the member of the HR department to use a range of tools to get hold of
applications and candidates. For this, there are several
identified channels of access, such as friends, the press, or talent hunter
agencies. It is the most popular, the recommendation of friends and the
spontaneous presentation to the company.
·
·
The
spontaneous sending of emails and the personal presentation in the company is a
classic in this aspect. All these applications are filed pending the
emergence of the position they may occupy. They are forming a database
that facilitates the processes, if necessary.
·
Today's
workers are usually an inexhaustible source of applicants. This resource
is highly valued since people already have knowledge of what is done in the
company as well as meeting other potential applicants who might be helpful in
the future. Even if the employee who introduces you is someone appreciated
for their work and conduct, you could introduce someone with similar
characteristics. Likewise, candidates who arrive under this condition tend
to show greater dedication, in gratitude to the one who recommended them.
Likewise, classified ads in the press, even more so in the digital
one, will get a massive response from applicants. To do this, they must
describe the position and the type of personnel to be hired. If the need
is very specific, it could be published in specialized media.
The downside to this method may be reflected in a massive but
low-quality response. Or, on the contrary, in the absence of a response.
Other means of finding qualified personnel can be universities,
professional associations, unions, and employment agencies.
What are
the skills of a recruiter?
As we have seen previously, the responsibilities that this person
has have been different, and each one is of great value. Therefore, this
task can only be performed by someone who meets the job profile of a
recruiter since it will be much easier for this person to achieve the
objectives successfully. Below we will mention the competencies that those
who occupy this position must have:
1. Communication skills: to handle the interview
process adequately with the candidates.
2. Decision-making: because you must choose among
all the candidates the one who stands out as the most qualified for the job.
3. Observation: since you must evaluate the person objectively
and the details in this matter are very important.
4. Negotiation techniques: in the case of agreeing on
some agreements with the candidates or the company staff to get the best
talents.
5. Projection: you must establish the methods
and means to capture the attention of talents. In addition, you must
always keep as a goal that the person has the most important characteristics to
assume the offered position.
¿ What
does a recruiter: Conclusion
The final answer to all this process is the hiring of someone
suitable for the specific job position as long as all its parts of development and
application were meticulously considered and the steps mentioned were well
planned and followed.
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