Hiring success! What is Recruitment and Selection: stages and effective strategies. Learn how to select the best talents.
For many people this sounds like a difficult one, but we will help you to fully master this subject.
To choose the ideal professional profile for a certain position, we can use several techniques to develop our process, and thus assure the managers who send us the vacancies that the most adequate professional was selected from all those who presented themselves.
What we’ll see in this article
What is recruiting and selecting people
What is recruitment and selection? Recruitment and selection is nothing more than recruiting and calling applicant to make a selection of the most suitable profiles for the position offered.
And don’t understand this as being the best applicant, but the best and most adherent to the profile and vacancy proposed.
See also this special article we’ve done for you: What’s the difference between recruitment and selection
What is the difference between recruitment and selection?
Well, to know the difference between recruitment and selection, you need to understand that recruitment is not really part of HR, but rather part of marketing your company. Did you know that?
Recruitment works when your company has a very good view of applicants, because that is the external, the external relationship the company has in the market.
For example, the British and American armies appeal to patriotic recruitment: “Your country needs you! “or “I WANT YOU! ” And we slowly come to understand why we need to understand the difference between recruitment and selection.
It can also be part of internal marketing, where the internal branding is so strong that it recruits its own employees and their loved ones.
So far so good?
This may be news to you, but trust me: people from Recruitment and Selection work on two different processes.
What are the activities of a recruiter?
Recruitment activities are the activities related to recruiting employees. See what they are:
- Analyze the requirement of the job profile
- Advertise the job
- Attracting Jobs Applicants
- Manage Responses
- Analyzing applications and reviewing resumes
- Applicant Selection
What is Job Profile Analysis?
At this stage, it is important to analyze what is required for the open position. The prerequisite for a job profile are the skills needed to fulfill it, without which you don’t have the skills needed for the job.
In short: the analyst acquires the skills needed for the open position and creates the desired profile.
How to make an advertisement for a job vacancy?
Vacancies can be advertised in various ways through the recruitment sources below.
The ad should include the start date of the ad and not necessarily the end date of the ad, because sometimes there are no applicants for the position being filled. In other cases, if the position is very competitive, it is important that the deadline for sending the CV is clear in the advertisement.
How do you attract applicants for job openings?
Attracting applicants to work in your company or Attracting applicants well may be due to the quality of the advertisement made.
Generally, candidates want a quick job, where everything is well described and the questions are already answered in the advertisements, believe me. This is very attractive to a candidate.
The job description, required profile, salary, starting date, place of work, and other important information for the applicant should be clearly stated in the advertisements.
Some companies consider the job as if it is doing the applicant a favor, but in fact, the most demanding and qualified applicants will not be attracted by ads without adequate information and know very well their value.
You see, companies need employees and vice versa. One does not exist without the other.
How to give feedback in recruitment and selection?
The responses received from the applicants must be forwarded to the selectors who analyze and filter the resumes received.
It is also important to give applicants answers about the arrival date of the CV and positive and negative feedback at the applicant’s discretion.
How to do a resume analysis?
The Analysis of the applications and CVs received is not done by the recruiter, but as mentioned before, by the manager, who visualizes the information received.
The main thing is that the recruiter creates reliable information about the invited applicants and makes the managers’ job as easy as possible, which saves good quality and the time of all participants.
How is the selection of applicants made?
After the applicants have been selected, the recruiter can send comments to the same posts saying that the position is already closed and thank everyone who sent in their resume. This shows the importance that the company gives to everyone who interacts with its brand.
This is a great marketing and loyalty strategy.
What is recruitment
Recruitment is the process of calling applicants for a selection process, which can be through various formats of recruitment sources:
- Employment agencies
- HR Consultancies
- Headhunters
- Job Aggregators
- Job Vacancy Applications
- Mural in schools and courses
- Official company website
- Social networking
- Newspaper Ads
- Recommending
- Job Fairs
Recruitment should be structured in a simple way:
- What is the job profile
- Creating an Ad with the Profile
- Define the applicant’s contact medium
- Receiving resumes
Types of recruitment
As for the types of recruitment, we generally work with the 3 most common ones:
- Internal Recruitment
- External Recruitment
- Mixed recruitment:
Internal recruitment: Internal recruitment sources are beneficial for small organizations that deal with the limited product line, which does not require much experience.
External recruitment:External recruitment sources mean the hiring of the employees who have never been associated with the organization before.
Mixed recruitment: when we do recruitment and vacancies for people external and internal to the company, allowing both to do the selection process.
What is selection
applicant job selection, or selection process, is the process of choosing and selecting applicanta who have contacted you through your advertisements. The selection consists of:
- Choose the day to analyze the resumes
- Choose the day for the interview
- Choose the day to call the applicants for interview
After these dates are formed, carry out the process by choosing, along with the manager of the area, which profile best fits the request.
- Talk to the applicant about your approval
- Notify other applicants of the end of the process
- Schedule the date for hiring and exams of the new applicant
Innovative selection techniques
To better understand what recruitment and selection is, it is important to know that there are also several more current techniques, but we will not show them to you, since the market still uses them in low scale, unfortunately, but allied to more traditional methods, they can have remarkable effects in your company:
- Gamification: This modality is already very common in the business world for analysis and guidance on investments and administrative controls. Gamification is also very interesting for recruitment and selection, where you can monitor this even online and follow up on reports on the development of each candidate.
- Manager matching: Ideal manager analysis (Manager Matching); software and programming simulation; voice, diction and grammar analysis tools over the phone are also used.
- Online interview: These can be done at any time of the day via Skype from Microsoft, hang out from Google, or any other you wish.
- Design Thinking: is simply a method for solving problems and discovering new opportunities using a structured creative process.
Selection Techniques – Interviews
This part of our course is very important, because the interview is the primary process and beginning of any relationship between the applicants and the company.
In the interview, especially the initial interview, you need to establish an identity and an empathy so that the applicant can be more free, loose and understanding that that is not a hostile environment, despite the internal pressure that there should be in it.
Let’s look at some examples of interviews.
Sincerity
In an interview it is important that you stick to facts that lead the applicant to be as sincere as possible, and on your part it is also important that you exercise great sincerity, because every human being needs to be respected and we also need to build a new society with fairer and more transparent companies, and this can never testify against him, because who can judge the human soul, right?
Opening
In every job interview, it is of utmost importance to be able to listen to the applicant, but some managers prefer to talk about themselves and the company rather than really listen to the person sitting in the front seat, and in this way harm the whole process, because they will not really know their applicant as they should.
Creativity
Some companies also prefer to get out of the common place, because unfortunately many applicants have become professionals in selections in the company, but with creativity, no applicant can prepare for their interview, and will be able to reap the best of each spontaneously.
Conduct interviews ethically and legally
On the other hand, it is very important to take care that your interviews do not become bullying or anything illegal or immoral. Depending on your approach, you can make the applicant’s interview a real hell, something confusing and humiliating just to prove that you are better than the applicant, and you need to break this right away.
Job interview templates
Now let’s look at some very important job interview templates for you. Understanding well the tools you have will help a lot in the best selection of applicants for your company, believe it.
Let’s look at these job interview templates below.
Preliminary Job Interview
Also called initial screening. It is carried out by human resources professionals and the applicant’s personal and professional data is verified. According to the result obtained at this stage, the applicant is either accepted or rejected.
Behavioral job interview
Also called competency-based interview, this is a very efficient interview model, as it works on different formats of the applicant’s profile about his/her professional trajectory, through preferentially direct questions expecting direct answers.
Ex. What was your feeling towards your clients and how was the reaction to the novelty of the goals?
An interesting question, if the position is new in the company
Well, in this way it goes without saying that a script of well-directed questions from you and the area manager is essential, so that you can write everything down in the best way possible and understand if the applicant has the skills and competencies needed for the position.
Ex. In your career, has a manager ever asked you something that seemed confusing or new to your skills?
Ex. How did you feel and what actions did you take vis-à-vis your manager?
Mock Job Interview
The idea of this model is to create a real situation that offers the applicant a choice of possible behaviors, as is the case with games and simulations, to simulate everything that is of interest to the applicant;
Practical structured interview
This model brings a bit of the more traditional and is undoubtedly the most used model in the market, and so I decided to address it last and in a more extensive way, not because it is complex, but only to reinforce the model in your mind.
Structured interviews present a number of advantages: it prevents the interviewer from forgetting to address some important point, it facilitates the comparison between the interviews of several applicants, allows you to establish a greater empathy and connection with the applicant.
The structured interview is exactly what its name implies: a structure to the process.
What are the steps in a structured job interview?
The steps of a structured recruitment and selection are quite simple and can be worked out as follows:
- Welcome and icebreaker
- Work experience
- Schooling
- Activities and interests personal and professional
- Description of what else likes and dislikes
- Description of the defects and qualities
- Job Description your part and the manager’s part
- Answers to the questions of the applicant
- Final guidelines to applicant about the vacancy and deadlines
How to do a structured job interview?
- Try to ask questions about the past professionals
- Allow your applicant talk more than listen to you
- Try to understand all the applicant’s skills and profile
- Will maintain eye contact
- Will not ask questions personal or compromising
What are the stages of an interview?
The interview is the most used technique in selection, because besides being the simplest and the one that most resembles a direct human relationship, it is also the one we use and know the most in our daily lives.
Remember that we are interviewed all the time, from our introduction at school and college, to even when meeting new people.
What is the ideal length of a job interview?
Its duration is variable, and the most common and least boring is 1 hour, but it is common for some points to need to be better clarified, and this way it may last longer than usual.
At other times you will realize right off the bat that this is not the applicant you are looking for, so there is no need to delay just to reel the applicant in, but you must always give everyone a chance to excel.
What are the stages of the interview according to Chiavenato?
See the following phases, according to Chiavenato:
- Preparation of the interview
- The preparation of the environment
- Processing/Realization from the interview
- Closing
Applicant Evaluation: The evaluation should be done right after the applicant leaves the room, because the information about the applicant is recent and still remains in the memory.
Ready-made job interview questions
Here are examples of job interview questions that you can ask yourself at the time of the interview:
Personal Issues
- Tell us a little about you.
- Talk about your life social, family, and cultural.
- Describe your personality.
- What are your points strong?
- What are your points weak?
- What are your limitations?
- What motivates you the most?
- What are your goals for long term?
- What are your plans for the future?
- Where and how you see yourself in 5 years.
- Name three things important in your life.
- What are your leisure activities?
- What activities do you do in your day to day life aiming at your personal growth?
- What activities do you do in the day to day aiming at your professional growth?
- What kind of book do you do you like to read?
- Which book are you reading currently or have you read more recently?
Professional issues
- Describe a situation in which you had a difficult problem and how you solved it.
- What is the most difficult as a manager or coordinator?
- You can work under pressure?
- Talk about some goal that you could not achieve in your last job.
- You could describe Have you ever had a situation where your work was criticized?
- What have you learned from your mistakes?
- Describe your environment ideal of work.
- With what kind of people do you find it difficult to work?
- If you could start all over again what would you do differently in your career?
Employment Questions
- Why are you leaving the current company?
- Looking back, as do you see your former company?
- How do you think your subordinates see it?
- What do you think of your former boss?
- In his last job, what were the most important achievements?
- Why haven’t you found a new job after so many months?
- What your former boss What would you say about its main positive and negative points?
General questions
- How much do you think should I be paid for this position?
- If you could start all over again what would you do differently in your career?
- What kind of reading do you enjoy?
- What motivates you the most?
- Give two examples of your creativity.
- What are your goals for long term?
- What are your leisure activities?
It is also necessary to keep in mind that the interview is only one of the means for getting to know the candidate and other necessary information, and that it is important to add other techniques such as Group Dynamics, as you can see in this link: Group Dynamics
What are the Profile Evaluation Tests?
Profile assessment tests can be about what you want for your professional profile and/or personal profile. For this there are various tests such as psychological tests, which only trained and registered psychologists can apply, free tests, and others.
We will see some test examples here.
How to use psychological tests in recruitment?
It must be remembered that these tests are only applied by people licensed to do so, such as psychologists themselves, who have a prepared eye for understanding what is being proposed.
You see, it is not a profile just to fill a vacancy, but a more complete profile, and based on the results, then you, if you have not taken a psychology course, with the help of this professional, will be able to verify if the vacancy and the studied profile have the proper adherence.
How to use personality tests in recruitment?
Personality tests serve to analyze your candidate’s various personality traits, such as moods and tempers, as well as motivational aspects and perhaps even some disorders.
In any case, understand that they cannot be determinant in your choice, since the human being has the capacity for incredible adaptation and transformation.
Tests do not always reveal exactly characteristics in their deepest form, and human beings can even overcome their disorders.
Even in certain environments, never be the same person who took the test.
I see it as critical that you read the Federal Council of Psychology’s primer on the issue of testing before continuing the lesson, at: http://satepsi.cfp.org.br/docs/cartilha.pdf.
What are the unique recruitment tests for psychologists?
See also at this link the tests that are private to psychologists, meaning that only those with the training can apply them: http://satepsi.cfp.org.br/
What are Psychometric Tests?
Psychometric tests are a scientifically standardized method used to measure mental abilities and behavioral style.
Psychometric tests are designed to measure the suitability of candidates for a role based on required personality and aptitude (or cognitive abilities) characteristics.
They identify the extent to which the personality and cognitive skills of the candidates match those required to perform the role.
Employers use the information gathered from the psychometric test to identify the hidden aspects of candidates that are difficult to extract in a face-to-face interview.
What are Personality Tests?
The personality test is usually the part that most people dread, unfortunately.
It is the unknown factor that the test can reveal about your personality that accelerates this fear.
However, experience shows that effective preparation can help employees improve their grades.
Personality tests measure your behavioral style, opinions, and motivations, for example: whether you prefer to work in a group or independently, or whether you prefer to take charge of situations or follow others.
What are Logical Reasoning Tests?
Similar to deductive reasoning tests and verbal reasoning tests, logical reasoning tests are designed to measure your ability to draw logical conclusions based on statements or arguments, and to identify the strengths and weaknesses of those arguments.
What are aptitude tests?
Aptitude tests are designed to measure your work-related cognitive ability. The concept behind these tests is that each test question has only one correct answer, and everyone can correctly solve all the test questions.
The only difference between people is in how quickly you can correctly complete the criterion (i.e. answer all the test questions). This is why these tests are always timed.
The time is set in such a way that only a lower percentage of the population can correctly solve all questions within the allowed time interval.
What are Knowledge or Ability Tests?
The knowledge tests allow you to measure the candidate’s professional knowledge about the area of the position offered, as well as simulating actions to demonstrate your skills to perform it.
The tests can be oral, with direct questions to the candidate; written, where technical questions are asked regarding the candidate’s area of expertise and how he/she can solve certain problems; and also simulations of real environments.
These same real actions where, the candidate will have to develop his skills to perform certain tasks that prove his knowledge and experience.
How can you leverage group dynamics in recruitment?
The term “motivational group dynamics” describes the way people in a group interact with each other. When the dynamic is positive, the group works well together. When the dynamic is weak, the effectiveness of the group is reduced.
In group dynamics, we can usually see some of the candidates’ behaviors in practice, their interaction with the team, leadership, and problem solving. In this way, we can see more clearly who has the desired profile for the position applied for.
What are the best group dynamics strategies?
To develop group dynamics and apply them in the best way, you need to have some strategies already well defined by the recruiter:
- Know your team.
- Solve problems quickly with good feedback.
- Define roles and responsibilities.
- Break barriers.
- Focus on communication.
- Pay attention.
Ready-made group dynamics model: Similarities Dynamics
In the so-called similarity dynamic, you have to observe some qualities among the candidates, such as:
- communication
- union
- empathy
Although very simple, the observation of this dynamic requires a little attention, and consists of dividing the group into pairs and letting them get comfortable and get to know each other for a certain period, usually 15 minutes.
The great thing, without you suggesting anything, is that at the end of the 15 minutes, you ask the duo or trio for at least 2 skills that they have in common and that can generate a good working dynamic.
They should tell that to the larger group.
This will help you get to know each other more and better, and promote a more effective and practical dynamic for your candidate team.
What does the day-to-day work of an HR analyst look like?
Well, you have come this far learning a lot, getting a lot of information that many professionals don’t even know, believe this and the content we present.
To finish this article, you need to understand and learn what the daily routines and tasks are for your area, that is, I have all the information, but what to do when you start working? What is recruitment and selection in practice?
We have made a very interesting checklist for you to have a great routine and to perform your duties in the best way. Always remember to be asked “What is recruitment and selection and what is my role in this process.”
What are the tasks of recruitment and selection consultants?
- 1º: Access email to check messages from clients and candidates in processes. It is essential that when you arrive at the company in the morning, you check your e-mails, and organize your routine of the day in a way that still leaves time for other tasks and organization.
- 2nd: Check the recruitment and selection interview schedule for the day. The interview schedule will help you organize your day and by confirming the candidates you will work for the position, organize what questions and materials for each interview and the time that will fit all the candidates together.
- 3º: Analyze the day’s tasks and prioritize. After checking the first 2 items, you can then define which tasks will come first, how much time you will spend on each one, and even define if any will need rescheduling or can fit in as a priority before others.
- 4: Screening resumes for ongoing recruitment and selection processes. Having defined the processes, it is time to screen the resumes before calling and contacting the candidates. It is essential to be in tune with the needs of the position and the candidate
- 5º: Review the CV’s registered for the vacancy, either by email or system, and contact the candidates. After the screening, a more refined analysis of the resumes is made, and then the candidates are contacted to take part in the selection process for a date to be scheduled.
- 6º: Conduct interviews with the candidates scheduled on the day. At this point, it is then necessary to go to the candidates that were screened and called the day before, and interview them, working with group dynamics (a great tool and, in my opinion, indispensable for behavioral and postural analysis), tests, and individual interviews, in order to select the most adequate profile and send it to the requesting manager.
- 7º: Update the system with the candidates in process. After performing your recruitment and selection routines, it is important that you can update all the data in a system at the end of each task or at the very least at the end of your day, as this will keep you organized for your next day.
- 8º: Organize the next day’s agenda. With your system filled out and all the data updated, you can now create your new appointments for the next day, and thus verify that you still have time left for your tasks and routines.
Conclusion on what is recruitment and selection
What is recruitment and selection? Well, I finally hope I have answered what recruitment and selection is! At this point I want to thank you, say that it has been a pleasure to prepare this article, that it has been improved every day with the comments and suggestions, and also put myself at your disposal for anything you need.
Know that this course has the best in the preparation of a recruitment and selection analyst, and that the The information obtained here is extremely valuable for your career.
I wish you much success in your evaluation and more success in you as a more human professional, always trying to empower and recover people instead of firing them or discarding them as if they were unimportant.
Remember that the human being is the center and principle of everything in our society.