Recruitment is the process of searching, collecting and identifying people who are highly likely to be hired by a company for a given position.

“An effective recruitment process entails several benefits, such as: establishing branding, ensuring talents that allow you to adapt and grow as a business. If you select candidates with the right skills and personality in line with the organizational culture, then you will have happier workers, higher levels of retention, reduced turnover and greater efficiency.” Comments Richard Ramirez regional coordinator of RPO.

Types of recruitment

When talking about types of recruitment, it is possible to divide them into 4 main categories, which are categorized according to where the talents are found. These are: external, internal, mixed, social recruitment or recruitment 2.0.

1. External Recruitment:

This recruitment is based on the call for talents that have no direct relationship with the organization. This search is developed through different strategies:

a. Headhunting: One of the most popular strategies in the job search, which focuses on an active and specialized recruitment according to a deep analysis of the profile. This strategy is usually used in managerial, senior or highly specialized positions.

b. Search through employment services: This is the search using platforms oriented to recruitment and selection.

c. Outsourcing processes: delegate the search process to an organization or external manager. This saves time, improves quality and even transforms fixed costs into variable ones by not having to invest in infrastructure or recruitment technologies.

2. Internal Recruitment

It focuses on filling the job vacancy with an employee who is already part of the organization or who has been linked to it. The main strategies for this recruitment are:

a. Talent base: Using the database of previous search processes, it is possible to find profiles that may be useful to fill the current vacancy.

b. Referral programs: Employees who are already part of the organization are consulted or have the opportunity to recommend people related to the job search, as long as they meet the requirements of the vacancy.

c. Internal promotion: This is a job promotion of people who are already part of a company. This job opportunity can also be used as a form of motivation for staff.

3. Mixed recruitment: Combines internal and external method to find the right talent.

4. Social Recruitment or Recruitment 2.0

It is based on 100% recruitment management through social networks and technological advances to find specific talent. These platforms allow you to have a deep knowledge of talents, their capabilities, motivations, experience, etc.

What are the costs of a poorly performed recruitment?

A poorly conducted selection and hiring process may entail quite high costs that affect both the company, employees and clients. Diana Tellez, regional coordinator of RPO, shares which are the most common.

For the company, it can represent economic and reputational losses and time spent on training. According to statistics, replacing an employee can cost a company between six and nine months of salary. In addition, the image of the company that is exposed to high levels of turnover can also be affected internally and externally.

For employees, it can affect from the loss of productivity, job and personal dissatisfaction, to the lack of motivation of the people who work in the team.

And for their part, clients can also be harmed directly or indirectly by this lack of productivity that is generated in these cases.

Advantages of hiring a recruitment and selection outsourcing company

Roberto Alvarado BDM of South America shares with us the advantages of hiring an outsourcing company of recruitment and selection of personnel, previously verifying the profile of the service provider company

• • Process support

• • Cutting-edge-technology
  • Own databases
  • Knowledge and experience of the recruiting team
  • Putting together and recommending the candidate´s profile
  • Response time
  • Economic savings
  • Confidentiality

For these and other reasons, outsourcing recruitment and selection is the right solution for companies. It is important to add that Grupo STT, has a high effectiveness in the delivery of candidates throughout LATAM as well as guarantees in all processes, if you want more information, click here.

Factors to consider when choosing a recruitment and selection company

• • Research the company’s expertise in the roles and sectors that are being required.
  • Check the reputation of the company in the market. A good reputation can be an indication of the quality of the service.
  • Make sure you understand the process, how do you search and attract candidates? What methods do they use to evaluate and select candidates??
  • Consider the geographical scope reach and coverage of the company. Do you work locally or nationally/internationally? Do they have access to an extensive database of candidates? This can be important if you’re looking for candidates in a specific location or if you need broader coverage.
  • It’s important to consider the costs associated with recruitment and selection services and make sure they’re within your budget. Some companies may offer additional services, such as skills testing, background checks, organizational culture assessment, among others.
  • Communication is key! Make sure outsourcing provides information on the progress of processes.
  • Consider the values and ethics of the company. They must be consistent with your company’s values and comply with ethical and legal standards.

Remember that the costs of a poorly executed hiring have a transversal impact on the organization. If you are interested in recruitment and selection service for your company you can write to info@grupostt.com

Paola Alexandra Urrutia

Community Manager Regional Southamerica