Blog post

10 tips to attract the best talent

Evangelina Piscitello 18 September 2018

How can you attract the best employees for your business? What is an effective recruiting process? Evangelina Piscitello, our Territory Manager for Latin America, shares some advice to simplify your talent search and find the right talent. 

  1. Agree on the importance of the profile:

    It is crucial to assess the importance of the profile, to determine whether you have to search for specialized external assistance. It is also worth noting that this assistance will always be temporary, and may only be used for some stages of the process
  2. Advertise the vacancy through different media:

    Advertising the vacancy as much as possible helps cover every communication channel. There are candidates who operate in a hidden job market; they do not directly answer ads but would switch jobs if they found out about the vacancy
  3. Protect your employer branding:

    Starting with the company’s image – to job applicants as well as to employees – the offer and benefits presented must be planned in advance, not leaving anything to chance. Depending on how the company brand is positioned, it will attract a specific candidate segment.
  4. Plan the selection process:

    All stages of the selection process should be planned properly: deciding where the vacancy will be published, time frames to gather CVs, time to analyze candidates, etc.  Without proper planning, the process can fail.
  5. Agree on who will participate in the selection phases:

    It is important to determine who will be involved in each phase in order to provide instructions on requirements and how to go about the process. This will help you rely on minimal preparation. If several people will be conducting interviews, make sure that each one provides comprehensive information to the applicants.
  6. Do not ask for unnecessary requirements for the job position: 

    When putting together a job vacancy ad, it’s important not to list excessive requirements for an applicant’s profile. Requirements should not be piled up just for the sake of it, as this can create difficulties in the hiring process.  For example: if one of the requirements for a job position is proficiency in English, it should be because the prospective employee will really have to use it. 
  7. The CV does not prove a job candidate’s potential:

    It is important to investigate an applicant’s competencies independently from the profile and compare them with the skills that we consider relevant for the job. During interviews, candidates should be asked to give examples of how they have solved issues in the past. This allows us to assess whether they have already developed the necessary skills. Putting candidates in real-life situations that they could encounter in the future is also useful in terms of assessing their potential.  This helps avoid underestimating a candidate’s potential talent based on what it says in their CV.
  8. Give each candidate time during the interview:

    First impressions during the first few minutes of an interview can sometimes be misleading. For this reason, we must give the interviewee time to relax, making light conversation about neutral topics. It is advisable not to specify what the expectations are of the candidate before the interview, otherwise the candidate will answer what he or she thinks the interviewer wants to hear, and this is not what we are looking for.
  9. Determine whether the candidate is motivated:

    Even when it seems that you’ve got the ideal candidate, if the candidate has doubts about his or her motivation then that person should not be hired. Motivation should be present during the entire selection process.
  10. Witness the onboarding process:

    Many employees quit their job after a short period of time because their onboarding process was neglected and they were not integrated into the company’s culture during the first few months. 

There is no point in going through a good selection process if this aspect is not addressed. We must be aware of this and give the new employee the attention he or she deserves; integrating the candidate so that they feel at ease in the new job.

It is important to treat candidates well, so keep them informed at all times throughout the selection process. We should also think about aspects such as notifying them even when their application has not been accepted. This will act as positive reinforcement for how a candidate perceives a company’s image as an employer.



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Evangelina Piscitello