Te enfrentas a un mercado laboral competitivo. ¿Cómo identificas a los mejores candidatos para contrataciones de calidad?

In a competitive labor market, finding top talent is like fishing in a sea full of sharks—except you're looking for the dolphins! First, focus on cultural fit. Candidates who share your values will swim naturally with your team. Next, don't just rely on resumes—look for problem-solvers who thrive on challenges, even outside their field. Dive deeper with creative interview questions or real-world tests to see how they navigate tricky waters. And finally, scout talent in unexpected places! Great hires might just be riding the waves in niche communities or untraditional platforms.

To identify top candidates in a competitive labor market, focus on key qualities like relevant experience, cultural fit, and strong problem-solving skills. Prioritize thorough assessments and personalized interviews to ensure quality hires.

1. Look for the Right Cultural Fit 2. Give Them a Practical Task 3. Evaluate if They Are a Team Player 4. Check if They Have Read About the Company 5. Give Them Skills Assessments 6. Assess Their Communication Skills 7. Pay Attention to Their Questions 8. Check if the Candidate Has a Positive Attitude Toward Feedback 9. Read Their Body Language 10. Review Their Past Accomplishments 11. Determine if They Have a Learning Attitude 12. Do Thorough Reference Checks 13. Discuss Their Mistakes at Previous Workplaces 14. Ask About Their Career Aspirations 15. Follow Your Instincts

Where having the relevant experience would be the first identifier, the most important trait/skill of a quality candidate is the way they communicate, how they present themselves, and how they convey ideas and simultaneously, you get to see, if they are an active listener, their level of understanding instructions and questions, and how they frame their answers accordingly. And then the other skills follow which include adaptability, work ethic, problem-solving, leadership, collaboration, taking initiative, attention to detail, emotional intelligence, and a growth mindset, continuously seeking improvement.

Here's my perspective: To identify top candidates in a competitive labor market, use a multi-faceted approach: - Diverse sourcing (referrals, networks, job boards) - AI-powered screening tools (wont really rely on this though 😉) - Skills assessments and cultural fit evaluations - Competitive compensation and benefits - Strategic partnerships and technology integration Measure success through time-to-hire, quality-of-hire, and retention metrics to drive business success.

Utilização de Múltiplos Canais de Recrutamento: Amplie o alcance da busca por candidatos usando diversas plataformas como redes sociais como o LinkedIn, sites de emprego e recomendações da sua rede de networking. Além disso, realizar uma triagem de currículos eficiente, utilizando filtros com base em palavras-chave relacionadas às habilidades e experiências desejadas. Isso economiza tempo e ajuda a focar nas candidaturas mais relevantes.

The goal should be to hire the right candidates every single time. Through data-driven recruitment, which involves leveraging tools like applicant tracking systems and survey software to analyze vast talent pools, you can identify candidates with the best skills, experience, and mindset to help your organization excel. Data-driven recruitment captures important data at each stage of the hiring process, promoting a data-first approach in the sourcing, selection process, and recruitment planning, as well as measuring hiring efficiency. This means hiring teams can then filter and evaluate huge candidate pools through an objective lens and come out with the best candidates for a specific role.

Atualmente, o linkedin vem sendo a principal ferramenta para atrair candidatos com níveis mais elevados, dentro da hierarquia de uma empresa, como diretores, gerentes e coordenadores. Mas a nível técnico as ATS, e os sites de busca são mais acertivos.

Existem muitos candidatos, mas poucos são realmente bons. O ideal é ampliar a busca do currículo destes profissionais através de indicação, hunting, banco de currículos, linkedin e outras plataformas. Na seleção fazer perguntas situações e abertas para que o profissional possa trazer cases de sucesso ou demonstrar habilidades, comportamentos e resultados que ele teve ao longo da sua trajetória profissional.

Use an ATS to streamline the hiring process, manage applications, and maintain communication with candidates. Implement AI tools to screen resumes, analyze candidate profiles, and predict which candidates are likely to be successful based on historical data. Build a strong employer brand on platforms like LinkedIn, Glassdoor, and Indeed. Share employee testimonials, company achievements, and engaging content that highlights your work environment. Use social media and job boards to reach passive candidates who might not be actively looking but could be interested in new opportunities.

I feel assessment inventories have a great potential to identify cultural fit by analyzing candidates’ behaviors and values: 1) Predictive Index: Measures behavioral drives and cognitive abilities. Compare candidates’ profiles with cultural and role-specific needs to ensure alignment. 2) Gallup StrengthsFinder: Identifies natural talents and strengths & checks if candidates' strengths complement the role and team dynamics, fits the company’s culture. 3. Culture Fit Assessment by TalentSorter: Uses custom questionnaires to evaluate values and work preferences. Ensure candidates’ personal values and work styles match organization’s culture. These tools help ensure candidates align well with company’s culture.

Avaliação a cultura organização é fundamental no processo, para isto, pode-se utilizar de entrevista por competências, explorando como os candidatos lidaram com situações passadas. Isso pode fornecer insights sobre sua capacidade de resolver problemas, trabalhar em equipe e se adaptar a mudanças.

Conduct behavioral interviews to assess how candidates align with your company’s values and culture. Look for examples of past behavior that demonstrate their compatibility with your work environment. Involve team members in the interview process to evaluate how well candidates would integrate into the team dynamics. Use role-specific assessments or work samples to evaluate candidates' technical skills and problem-solving abilities. Perform thorough reference checks to verify candidates’ previous performance and ensure they have the skills and experience claimed.

Um assunto importantíssimo, principalmente quando o candidato é qualificado, mas vem de um nicho de atividade diferente ao qual ele irá fazer parte.

Mantenha um relacionamento contínuo com candidatos potenciais, mesmo os que não forem selecionados. Isso cria uma rede de talentos para futuras oportunidades.

Adjust company policies to fit employee needs With each generation entering the workforce comes a unique set of needs and motivations. If your company is committed to maintaining a healthy workplace culture, it's best to embrace and respond to these ever-changing needs. Older, more established teammates still welcome simple morale-boosting policies like Casual Fridays, where strict dress codes are swapped for casual attire once a week. If you align your company policies with the unique needs of employees, you'll build a good reputation that will in turn attract the best candidates. Remember, talent always goes where it is valued.

Maintain regular, personalized communication with candidates throughout the hiring process to keep them engaged and informed. Build and maintain relationships with industry professionals and potential candidates even when you’re not actively hiring. This helps create a talent pool for future openings. Create and nurture talent communities or networks where potential candidates can stay engaged with your company. This could be through newsletters, webinars, or industry events. Provide feedback to candidates after interviews and stay in touch with those who were strong but not selected. They could be suitable for future roles.

É extremamente importante manter contatos com possíveis candidatos e empresas concorrentes, porque, em muitos casos, o turnover de uma empresa pode coincidir com o da outra.

Uma experiência que já presenciei, foi o candidato estar tecnicamente encaixado na vaga, com as competências muito bem esclarecidas e comprovadas, e ao ser contratado demonstrou ser uma pessoa comportamentalmente difícil.

Create creative job ads In the age of social media, memorable content rules; Even in the field of employment. However, digital marketing has proven to be an effective way to acquire talent. Stand out and get noticed by exploring fun and unusual ways to advertise your job openings. A funny meme that showcases your young company culture or a sweet video message from the CEO can be more effective in grabbing people's attention. It's natural for top talent to pay attention to these things: quality people know quality work when they see it.