The recruitment of qualified personnel to create added value for the company
The search and selection of qualified personnel are two moments that represent a critical phase of company life. It is, in fact, a matter of identifying those talents that can make an important difference within the organizational reality. Recruiters with proven experience know that the greater the relevance between the profile sought by the company and the characteristics of the candidate, the greater will be the company’s competitiveness. But how to effectively carry out the selection of qualified personnel by recruiting resources in line with the company’s values?
Identifying talents: how to do it?
Recruiters with proven experience know that the greater the relevance between the profile sought by the company and the characteristics of the candidate, the greater will be the company’s competitiveness. But how can you effectively select qualified personnel by recruiting resources in line with the company’s values? Surely not by improvising and not relying only on one’s own perception but by using partners with specific skills, able to identify the workforce in line with the Client’s requests.
Knowledge of the operational role, screening and evaluation: all steps
The phases in which the selection of qualified personnel takes place go through some decisive steps. First of all, the recruiter must carry out an accurate analysis of the required profile, trying to deepen not only the operational role but also what are the links that the figure will have with the collaborators and with the hierarchically superior figures. The company climate, the objectives, the changes underway and the entire organizational context are other factors that the recruiter must consider, bearing in mind that the figure must have specific skills. There must also be the potential that will allow the employee to evolve if the company needs a different profile over time. After the analysis of the role, the type of workforce that is sought must be defined. Educational qualifications, skills acquired and professionalism are part of the objective characteristics that the recruiter must evaluate, but an important part is also covered by the personality of the candidate. The motivations allow to understand if the subject is supported by a real interest towards the company while soft skills are transversal competences related to personality. Being able to adapt to a specific work context, being proactive and possessing communication skills are complementary to the technical dimension and are considered fundamental in the selection process.
The objective of the recruiter is the selection of qualified personnel who know how to interpret the required role and become bearers of added value for the company. A good recruiter or a personnel manager knows that after the screening, where the applications are skimmed, the delicate moment of the interview is reached. This is the step in which professional knowledge and subjective characteristics, i.e. hard and soft skills, are analysed. In this phase the recruiter must be able to grasp the characteristics that emerge, evaluate them and have a good listening ability without creating unnecessary tensions in the candidate that would lead him to assume attitudes of rigidity and defense. The professionalism of the recruiter will conduct the interview through macro-arguments within which he will be able to prioritize certain issues. In the selection of qualified personnel there are often requests to talk about yourself, your professional experience and why you want to work for the Company, but also what you know about the work reality for which you are proposed. How the candidate imagines himself in the future, what he expects from the Company and why he thinks it is the right job for him are other possible questions. The objective is to have a detailed picture of the person: the answers, filtered by the experience and professionalism of the recruiter, allow the best selection of qualified personnel.
An effective personnel selection service for companies
In summary, we can say that the recruiter uses a structured method that starts with the screening of curricula and finds its central moment in the interview with the candidate. The research and selection phases of human capital must be supported by professionals able to collaborate in the growth of the company.
We are reliable partners and we operate quickly, providing a quality service: the choice of the best candidate for the Company-Client is our goal. We invite you to contact us: the competence, professionalism and specializations of our recruiters will allow us to offer you the best talents for any business sector.