When you need talent, the selection process becomes a priority that consumes valuable resources, especially for small or medium-sized companies with no specialized team that can dedicate 100% of their time and effort to completing it successfully.
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Finding the professional that best suits your needs is a complex process that requires time and dedication to ensure that the right decisions are made and thus maintain the company’s agility, flexibility and competitiveness. Talent sourcing and recruiting are made up of tasks such as:
If, in addition, you are looking for scarce professionals in the market, with high specialization and strong demand from the competition, the complexity is accentuated, and the possibility of it spreading over time is multiplied.
Having an experienced HR partner who manages all these issues most efficiently and strategically will allow your teams to focus on their activity without the need to divert resources to talent selection.
In your head, you have a clear idea of what the candidate you are looking for is like, what tasks they must be able to assume and what specific and transversal skills they must have to meet your expectations. But… how to get to him? The challenge lies in knowing where and how to search but also in anticipating and detecting the projection that each candidate may have.
Offering an attractive, economical and emotional value proposition is another great challenge you will have to face to attract the talent you are looking for. According to our Employer Brand Research report, this is the most important factor for 57% of candidates.
HR technology evolves at a dizzying pace, and methodologies are constantly changing and optimizing as we gain more and more knowledge, not only of new technical advances but of people’s responses. New strategies, channels and methods emerge to improve engagement and streamline processes, which are increasingly faster and more accurate.
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