In the requests we often receive for personnel selection, many companies are unaware of the scope, limitations, and benefits of hiring a recruitment and selection service. The situations and specificities we, our clients, and candidates face are varied, so we decided to write down some things to consider when applying for a position.
It is very important to keep in mind that some factors in search requests "threaten" the effectiveness of the process itself, such as:
• When the urgency and speed with which a position is to be filled makes it almost impossible to identify a quantity and quality of candidates in line with the profile in the requested time.
• When there is a complete lack of knowledge about the tasks and responsibilities involved in the position to be filled beyond the title or its mere general description
• When there is no conviction about the profile of the candidate that is really needed.
• When a candidate is sought to “theoretically” perform certain functions and then in “practice” they are given different ones, this not only deceives the candidate and the consulting firm that was involved in the process, but also causes the newly hired person to quickly start looking for another job.
These and other reasons undermine the importance of hiring a new person for the company.
So, when is it advisable to hire a recruitment and selection service?
• When you want to relieve the HR department of the additional workload this process represents, allowing it to focus more heavily on its role as a "strategic partner" to senior management. It's more cost-effective for the company to let HR people focus on what adds value internally rather than sifting through 150 resumes to select only a few suitable ones.
• When you want greater objectivity when choosing a new company member. Hiring decisions are often filled with emotions, opinions, and personal biases. An external perspective allows for a decision based on objective criteria previously agreed upon with the client, injecting a healthy dose of objectivity into the process.
• When an in-depth study is required to gain a better understanding of the candidates through psychosocial reports, environmental reports, home visits, etc.
• When you want to test certain competencies and use group assessment techniques such as Assessment, which use role-playing games to bring out a candidate's potential to fulfill a specific role.
Why hire Action Group for Selection?
Since the addition of new employees affects the entire organization, the decision to hire this service requires considering staffing as a strategic priority and a commitment to the importance of this process.
With an objective and specialized approach, we will recruit according to your needs, allowing you to select the right person. This will, in turn, lead to greater savings in costs from unsuccessful hiring, training, and inductions that take up time and resources in the company.
Proper candidate selection allows for achieving and exceeding pre-established productivity and performance goals, as it's expected that with a new employee who truly fits the company's needs, there will be faster decision-making and faster results for the team.
Companies that realize that their employees are their greatest asset understand that success often depends on hiring the right person the first time. Because a mistake, in addition to being costly in financial terms, wastes time and energy.
Is recruitment an exact science? Of course not! But by working together, we can make recruiting new people one less worry and one more competitive advantage.
See you next time
