How can you hire the best candidates for your team?

People often overcomplicate hiring. It’s the same with shopping, you need some coffee and before you know it the trolly is full of other stuff you didn’t need. You really need to hone into you “need” before going to market and hoping what your looking for firstly exists, and then jumps through your door and asks for a job! Even when expanding an existing team, don’t just use the same job spec, sit down and really try to understand what you need, sure the spec may look similar but you can then focus on bolstering your teams weaknesses by looking for those strengths in your new hire. I’d then ask what I/we think success looks like over the next year and break that down into manageable milestones that are realistic to achieve.

Embarking on the journey of recruitment requires more than a mere quest for candidates; it demands a well-defined compass. Outline the essential skills, experience, and personality traits necessary for the role, distinguishing between must-haves and desirable qualities. Craft a detailed job description that serves not only as a guide for potential candidates but as a roadmap for your evaluation criteria. This meticulous approach ensures that your search is not just a pursuit but a purposeful alignment of talent with the specific needs and expectations of the role.

Uma lista bem definida de habilidades técnicas é extremamente importante, porem as habilidades sociocomportamentais é ainda de maior prioridade, pois se precisamos de pessoas com perfil de team player porque buscar alguém com características mais individualistas, sendo ent?o o foco nas soft skill de suma importancia na hora de elencar o perfil .

The thing I've found to be helpful in determining what candidates to target, and how to screen them is to figure out what the priorities are for the role in the first 6 months so you can screen for active skills in those areas. Second is to determine a year out from when they start, what would they need to have accomplished to be considered successful in this role. This information will help you create the essential screening questions to ask to find the right person to fit your needs.

It is critical that as the hiring manager you know exactly the skills and knowledge you require from a candidate. You need to take into account the current work load and if you need a more experienced person to 'hit the ground running' or if you have the resources to train someone from scratch. Both are acceptable and have their perks. Ensure that you have assessed the current team to see what requirements are needed- are there knowledge gaps? Is it a workflow issue? Has someone left recently? If a candidate does not hit the majority of your requirements, even if you like them - they may not be the best choice for the overall team.

Companies are like football teams. When football teams win many championships, players search for them to join them. Likewise, companies, when there is a company with a good reputation and achievements, talents will search for them to join them. The source of HR appointments is the company’s branding and excellent reputation . For example the Real Madrid club , four seasons hotels ,

I have found that there are plenty of great candidates out there still looking for employment. It is the job of the manager to look in the right place. In my personal opinion, if you look for veteran events, you will generally have good success

Once my needs are defined with precision, my next step is to cast the net wide yet selectively, aiming to attract the best potential candidates. This involves a strategic use of varied channels, akin to a marketer targeting the right audience. From online job boards and social media to referrals and networking events, each channel is a conduit to a pool of talent. If necessary, I engage recruitment agencies or consultants, ensuring that my value proposition resonates clearly and compellingly with the desired audience.

Es importante tomarte tiempo para revisar cada currículum y dar información a cada candidato de cualquier forma posible sobre la evolución del proceso ya que sera beneficioso para ambas partes.

Define clear job requirements and qualifications, use targeted job postings, and leverage professional networks and recruitment platforms. Conduct thorough interviews, including behavioral questions, to assess both skills and cultural fit. Consider practical assessments or work samples to evaluate candidates' capabilities. Showcase your company culture during the hiring process to attract candidates who align with your values. Lastly, involve key team members in the hiring process to ensure diverse perspectives in decision-making.

An important thing to remember when interviewing a candidate is to not be swayed by your initial impression of the person. Avoid making a judgement until the end of the interview to avoid putting your own personal bias on your questions, and how the candidate responds.

Los reclutadores parece que tenemos a adaptarnos a cualquier sector pero no es posible saber de todo y hay informase para poder hacer una entrevista con conocimiento para luego saber si la persona está preparada para el puesto pero para mí lo más importante es ser cercano y crear un entorno cómodo donde el entrevistado pueda expresarse libremente.

Before conducting an interview, make sure you are prepared by writing out the interview questions and practice them ahead of time, so the interview feels natural (i.e., having a conversation) when it comes time to meet with the candidate. During an interview, it’s important clearly communicate to the candidate the structure of the interview process to allow you to (the interviewer) time to ask relevant questions related to the role and allot time for the candidate to ask their questions. After the interview, give yourself time to review and/or clarify your written responses based on how the candidate answered before making any hiring decisions.

Find out what is important to you and your crew. The resume should have more than dates of there employment with past companies. I want to know exactly what they did there. Also things like an example of a time when there was a disagreement within the crew or with a boss and what did YOU do. I wanted people with good attitudes and good attendance.

For me this is best way to, depending on which industry are working,some industry don’t can recognize without experience in field

Post-interview, I transform into a meticulous analyst, evaluating each candidate against the established criteria. Utilizing tools like a scorecard or a matrix, I systematically compare and rank the candidates, ensuring objectivity in my assessment. I gather insights from fellow interviewers and stakeholders, weaving their feedback into my analysis. This process is akin to assembling a jigsaw puzzle, where each piece of evidence and data forms part of the larger picture, guiding me to a decision that's rooted in fact rather than intuition.

Es importante hacer una lista y destacar los puntos fuertes de cada candidato y los débiles y compararlos y también es bueno ver otra perspectiva pero como profesional no creo que no sea objetivo dejarte llevar por tu instinto porque en las entrevistas y por nuestra trayectoria podemos ver mucho y sacar conclusiones de una persona que nos sirve también para sacar una valoración final.

Do not forget to evaluate Attitude. Some of the most skilled workers have the worst attitudes. A bad attitude is just as contagious as good attitude. I would rather hire someone with a little less experience that has a positive attitude and willingness to learn. Makes for a better work environment all around

Un buen reclutador deberá evaluar en forma objetiva y serena a cada uno de los que fueron entrevistados. Nunca se dejará llevar por emociones o preconceptos, pero sí por su intuición y experiencia que le han dado los a?os como reclutador.

Los procesos de selección no finalizan con el proceso de incorporación es necesario seguir con el contacto tanto con el candidato como con la empresa no solo por mejorar el servicio de cara al cliente que ve que te preocupas y que tiene una garantía, también con el candidato que te va a tener en cuenta para su futuro profesional y que se va a sentir arropado en el proceso, esto te beneficia a ti ya que fideliza a cliente y usuario.

Continuous assessment, especially after the first 3 months, as many people tend to relax after that, yes they should feel comfortable & safe but not on the cost of performance, being comfortable & safe should increase their performance not the other way around

Clearly define the job requirements and candidate criteria. Before starting the hiring process. Use a variety of recruitment methods. In order to attract a diverse pool of candidates. Conduct thorough interviews. When conducting interviews. Assess cultural fit. in addition to assessing technical skills and experience. Check references. Checking references is an important step in the hiring process. Consider using assessments and tests. In some cases. Offer a competitive compensation package. In order to attract the best candidates.

In this space, I liken myself to an explorer charting uncharted territories, sharing insights and narratives that don't neatly fit into the previous frameworks. This is where I reflect on the nuances of recruitment - the human element. Perhaps it's a story of an unconventional candidate who defied the norms but brought immense value, or an insight about the evolving nature of the workforce and its expectations. It's a reminder that beyond the structure of recruitment, there lies a dynamic and ever-changing landscape rich with potential and lessons, waiting to be navigated and understood.

Their answers to your questions are important, but the questions they ask are sometimes more important. The type of questions that they ask show how prepared they are and their engagement with the role. If you notice they are asking a lot of questions about how the role works, they may not be the best person for the job. Look for candidates that are asking about specific things that showed they did their research. The best candidates are the ones who want to move the company forward and wanting to know more about who they will be working with.