Identify and plan for vacancies
Posted: Sun Jan 12, 2025 5:15 am
The candidate's personal situation: understanding the whole picture
In this first filter, it is also necessary to understand issues related to the candidate's personality. This means taking an interest in the subject's personal situation. Why are they looking for work? If they are currently working, what drives them to want to change jobs? What are their professional goals and how can your business help them achieve them?
The answers you provide will show you a first filter to begin to understand the "movie" that the candidate is projecting , from the technical details of his professional training to the motivations that encourage him to look for a certain job, work environment and company.
This movie starring the person should be aligned with the information revealed in the resume, the work history and verification of said background. Only then will you be able to develop the filter of candidates that most closely match the characteristics required for a position. These are the 3 key points of the first filter that should allow you to identify whether you continue moving forward with your candidate or continue scanning your profile database.
Person Situation: “Understanding the Movie” to Recruit Better
Recruiting staff: key stages
There are several stages that the recruitment process includes. Below we discuss the most relevant ones.
Identify and plan for vacancies
The first stage is to have a list of the people who we know are currently on the payroll , in order to identify which of these people are likely to leave or not, based on the assessment, intuition or perception that we develop regarding their experience working for the company.
Once we have identified these risk areas, you ghana telegram data can begin to plan for possible vacancies by starting the search for a replacement and the roles they will have to fill in the future, whether for existing or new departments. In this way, this first stage presents various risk scenarios, based on the list of people who have revealed some sign of job disengagement and the recruitment actions to mitigate its effects.
Get the key aspects of the position
Now the second stage is aimed at recording the main requirements and details for the application for the position, which includes:
Name of the role/activity to be performed.
Job description / main functions / area to which it belongs.
Preferred age range for the position offered.
Experience required for the position: junior / semi senior / senior
Required skills and abilities: (technical skills) languages / software management / programming knowledge / multimedia design (soft skills) leadership / emotional intelligence / team collaboration, etc.
Geographic location.
Work modality: specify whether the work will be remote, in-person, or hybrid, in order to consider talents outside the local range.
Hour load: full time / part time
Proposed remuneration.
Benefits (vacations, brand discounts, ongoing training, etc.)
In this first filter, it is also necessary to understand issues related to the candidate's personality. This means taking an interest in the subject's personal situation. Why are they looking for work? If they are currently working, what drives them to want to change jobs? What are their professional goals and how can your business help them achieve them?
The answers you provide will show you a first filter to begin to understand the "movie" that the candidate is projecting , from the technical details of his professional training to the motivations that encourage him to look for a certain job, work environment and company.
This movie starring the person should be aligned with the information revealed in the resume, the work history and verification of said background. Only then will you be able to develop the filter of candidates that most closely match the characteristics required for a position. These are the 3 key points of the first filter that should allow you to identify whether you continue moving forward with your candidate or continue scanning your profile database.
Person Situation: “Understanding the Movie” to Recruit Better
Recruiting staff: key stages
There are several stages that the recruitment process includes. Below we discuss the most relevant ones.
Identify and plan for vacancies
The first stage is to have a list of the people who we know are currently on the payroll , in order to identify which of these people are likely to leave or not, based on the assessment, intuition or perception that we develop regarding their experience working for the company.
Once we have identified these risk areas, you ghana telegram data can begin to plan for possible vacancies by starting the search for a replacement and the roles they will have to fill in the future, whether for existing or new departments. In this way, this first stage presents various risk scenarios, based on the list of people who have revealed some sign of job disengagement and the recruitment actions to mitigate its effects.
Get the key aspects of the position
Now the second stage is aimed at recording the main requirements and details for the application for the position, which includes:
Name of the role/activity to be performed.
Job description / main functions / area to which it belongs.
Preferred age range for the position offered.
Experience required for the position: junior / semi senior / senior
Required skills and abilities: (technical skills) languages / software management / programming knowledge / multimedia design (soft skills) leadership / emotional intelligence / team collaboration, etc.
Geographic location.
Work modality: specify whether the work will be remote, in-person, or hybrid, in order to consider talents outside the local range.
Hour load: full time / part time
Proposed remuneration.
Benefits (vacations, brand discounts, ongoing training, etc.)