Recruitment: How to advertise positions and attract qualified professionals?
Advertising the position is an important step in the process of recruiting professionals. And publicizing the position implies going through some stages, which are: message creation, transmission, reception, interpretation and return. The return here is a key point, as we need it to come from our Persona, that is, from qualified candidates who have the ideal profile for the vacancy we advertise.
With this dynamic in mind, we will list below the main steps and some possibilities for effective dissemination, based on daily practices here at Good Bridge.
1 - Creation of the job advertisement.
The purpose of the job advertisement is to attract the qualified candidate. With this in mind, it is easier to develop an ad that is attractive and suitable for our audience. The ad to attract a CFO will have different language and specifics than a vacancy for a digital marketing analyst. If you are good at copywriting - persuading a person or group to take action through your texts - you can come out ahead. However, even if this is not your greatest strength, it is possible to do a good job by investing time and perfecting the content.
Some characteristics are common in most advertisements: vacancy nomenclature, summary of the company being recruited and its culture, main activities of the position, requirements for the function and benefits.
2 - Choice of communication vehicles.
The vacancy announcement can be made in vehicles and internal means of the company (intranet, corporate social network, newsletter, etc) and external (specialized websites, social networks, among others). The choice of internal, external or both vehicles depends on the company's strategy. If for that position the objective is to bring candidates from the market, the greater focus will be on external vehicles. If you are looking to promote your position internally, the best option is through internal vehicles. And if you prefer to keep both options to expand the possibilities, you can go ahead with both. The most suitable vehicles are those in which the qualified candidate for the vacancy is present.
3 - Posting the position.
The texts that we developed in the Vacancy Announcement Creation item will be used in this step. Depending on the vehicle, some specific adjustments may be required. It is important to highlight the CTA (Call to Action), that is, where the candidate clicks and what he needs to fill out and send to apply. One way to attract qualified candidates is to highlight the benefits and possibilities of the position with adjectives, also specifying minimum requirements to participate in the selection process: certificates, years of experience, proven fluency in a language, etc.
4 - Screening and approach to qualified candidates.
At this stage, we begin the selection of candidates who applied for the vacancy, firstly based on the information received. The format of the information can vary greatly, as it will depend on the vehicles in which the vacancy was posted. The most common formats are candidates' resumes in text or pdf, but it is possible that the announcement was made on resume aggregator sites, and that we can export to spreadsheets, among other viewing options through filters on the screen itself.
This is one of the main steps in the recruitment & selection process. Based on what was defined in the Vacancy Profile, a thorough analysis is made of each of the CVs received, first identifying which of them meet all of the listed requirements.
The deeper the analysis, the better the time invested in the invitation and interviews. By the way, this is one of our tips. From approaching candidates, we have already started evaluating their behavior, based on the way they interact with us (cordiality, interest, energy, etc.). Interviews - when scheduled - are already done 100% by videoconference or in person. Regardless of the position, we believe in connecting with the candidate, with very well-structured questions, from the beginning of the process. It is a practice that proves to be a winner around here.
5 - Generation of the Short List.
With all the work well done in the previous steps, this one we can consider as "peace of cake" or, quite easy. Among all the candidates we interview, a ranking is made by score and we select between 3 and 5 winners (short list) who advance to the next stages. We schedule a chat with our client/partner and introduce each of the candidates.
If you carry out recruitment and selection work at your company, having the short list in hand to address to those directly responsible for the vacancy makes all the difference.
Conclusion
We know that the time investment of companies' HR teams - for this whole process to be carried out - is quite significant. And many teams also take care of other fronts: integration, performance evaluation, training and development, operational routines of the personnel department, integration of internal marketing, among others.
It was with this in mind that we developed our solutions around here. Our goal is for you and your team to dedicate themselves to other strategic fronts, working with a short list of candidates who are already qualified in recruitment and selection. If you need it, count on us!