Ogni nuova selezione che si apre porta con sé quest’obiettivo: trovare il candidato ideale per la propria azienda.

Over the years, the recruiting processes have been perfected and companies now using increasingly innovative communication and selection strategies to attract the best talents and optimize investments in both recruitment and commitment.

It is essential that the entire selection process is carried out in constant alignment with the organizational area (operational or business) in which the person selected will be placed, thus to improve the process and increase the probability of success.

The ultimate purpose of recruiting, perhaps the most strategic among HR processes, is in fact to identify the best possible match between the person sought and the person selected, this purpose must have the goal of a long-lasting employment relationship and a perfect mix of experience, skills and growth potential that must translate into a win-win situation for both parties: candidate and company.

The first stages of recruiting

The first step of the recruiting process to find the ideal candidate is first of all to clearly and comprehensively define the ideal elements that the latter must have, listing the total tasks to be performed, the responsibilitiesto be implemented and the skills to have.

All this information must be translated into a job description first and then into a job posting, in which the details will be communicated simply and effectively, to ensure that the audience can read the job posting with interest and find the right stimulus to apply.

‍The job description is a fundamental element of the entire recruiting process, as it is the first touchpoint on which to build the relationship with the candidate: important is that it is drawn up carefully and methodically structured, to provide all the useful information in a clear and understandable way, favoring the immediate establishment of an affinity of values ​​with the user.

We have seen together what features the perfect job description must have to be the best driver of a successful selection: let's take a quick review:

• General description of the company, mission and vision, with a focus on ESG issues and concrete commitment in the social and cultural field;
• A clear and comprehensive Job title;
• An effective and complete description of the duties and responsibilities required by the role;
• Technical skills and soft skills;
• Hierarchical and organizational details
• Compensation & benefit (focus on Employee Value Proposition)

The issue may appear simple, but actually it requires a detailed analysis of the person sought, the expected dynamics of the identified job profile and the firm will of the company to transparently expose its shared value system.

The other stages of the recruiting process

The stages following the creation and publication of job description and job posting, range from the candidate CVs rating and comparison, up to the management of surveys aimed at analysing certain personality elements or at measuring the skills actually possessed. In choosing candidates, many companies appeal to individual or group skills assessment sessions, in which soft skills are tested with logic exercises or simulations of typical, more or less, complex working scenarios, in order to see the candidate "in action ".

The entire recruiting process typically requires several selection steps (often directly proportional to the complexity of the position sought) and candidates who pass the first stages are re-interviewed to clarify doubts or better evaluate some personality aspects or skills that emerged during the first interview.

‍The recruiting process includes even some delicate steps, which if not well managed or managed with little attention can cause serious inefficiencies for companies, due to either the lengthening of searching and selection times or the disheartening of candidates and companies due to incorrect hiring, because of the identification of figures who turn out to be unsuitable, generating cascading effects on the entire organization in terms of employer branding and employee experience.It is interesting to consider that the overall cost of the recruiting process for a company can be up to 3 or 4 times the gross salary of the position sought, considering direct and indirect costs, ranging from the loss of know-how for the vacant position to the cost of time spent by managers and leaders engaged in interviews and in supporting HR to carry out the selection process.

It is a process that produces direct and indirect effects on the entire organization and for this reason it must be approached in a systematic way, adopting innovative tools and instruments capable of combining reduced times with high standards of quality and performance, guaranteeing principles of inclusion and transparency throughout the process.

The importance of feedback from candidates

Giving feedbacks to candidates is also very important for Employer Branding purpose, but is often neglected by companies: whether it is positive, and therefore aimed at producing a job offer, whether it is negative and consequently not oriented to hiring the candidate in any case is to be managed with transparency, sensitivity and timeliness.

A good recruiting process needs to be effective and efficient and measurable, with precise metrics and reliable data: the report "The State of HR Analytics 2021" by HR.research Institute shows that the search and selection process is second placed among the HR areas where analytics are considered most important.

Glickon Seek has developed solutions suited for companies to help ensure a streamlined, effective, optimized and innovative recruiting process, combining artificial intelligence with human capital. It is a matter of designing an efficient process in all its parts and a one which can offer to candidates and companies a unique and unrepeatable experience, increasing the likelihood that the interaction between the best talents and the hiring companies will result in a job offer in the shortest possible time becoming afterwards a satisfying employment relationship for both parties.

We have seen how the issue of recruiting in the job market really is crucial from a strategic point of view: it is essential for companies to equip themselves with the most innovative tools and rely on the best professionals in the sector, to beat the competition and ensure the recruitment of motivated and satisfied talents.

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‍Discover more about glickon, the People Experience & Analytics platform which helps companies to build a better working experience, for both candidates and employees, thanks to a data-driven approach and simple and engaging experiences.