For small and medium-sized enterprises (SMEs) looking to build a talented and productive team, high-performance recruitment is an essential strategy. High employee turnover during the probation period may indicate flaws in the selection processes, highlighting the need to improve these practices. Besides being a challenge, hiring professionals aligned with the company’s objectives and culture brings significant long-term benefits, promoting a cohesive and productive work environment.
According to Alisson Souza, CEO and founder of abler, a startup that aims to generate employability by offering cost-effective solutions for HR consultancies and SMEs, recruiting candidates who not only meet the technical requirements but also have the potential to contribute significantly to the company’s success is essential for organizations looking to maximize efficiency, bring innovation, and ensure sustainable growth. “Professionals committed to the company’s mission are more likely to bring new perspectives and innovative ideas, as well as constantly seek personal and professional development,” he reveals.
A high-performance team improves productivity, enhances the quality of deliverables, fosters innovation, and increases employee engagement. “Professionals well aligned with the organizational culture tend to collaborate better, reduce conflicts, and strengthen the employer brand. Furthermore, low turnover saves valuable resources and contributes to a more stable and cohesive work environment,” points out.
Strategies to attract talent
To attract high-performance professionals, the specialist warns that it is essential to develop a strong and attractive employer brand. “Communicating the values and culture of the company transparently can attract candidates aligned with these principles. Offering competitive benefits, such as work flexibility, professional development programs, and financial incentives, also helps to highlight the organization in the job market,” he states.
Alisson emphasizes that a structured planning is essential to define critically the profile of the necessary candidates. “This includes outlining dissemination strategies, types of assessments to be applied, and resume screening criteria. The use of technology, such as recruitment software, optimizes this process, making it more efficient and strategic,” he states.
Understanding the specific needs of the company is the first step to efficient recruitment, identifying skills gaps and involving team managers to gain insights. “With this information, it is possible to create a detailed profile of the ideal candidate, including technical competencies, behavioral skills, and desired experiences,” he reports.
Evaluation and Onboarding
Ensuring that candidates are aligned with the company’s culture is fundamental for a good cultural fit, contributing to better performance and employee satisfaction, in addition to positively impacting the organizational climate. “Furthermore, a well-planned integration program speeds up the adaptation of new employees, allowing them to start contributing more quickly to the business,” he points out.
To ensure the effectiveness of the recruitment and selection process, it is important to carry out continuous evaluations and adjust strategies as necessary. Seeking feedback from candidates and newly hired employees can help improve the recruitment process, ensuring that the selection is indeed high performance”, states.
For abler’s CEO, implementing this kind of philosophy is a highly valuable move for SMEs looking to build productive and innovative teams. “When a company attracts and retains talent aligned with its culture and goals, it is possible to improve productivity, reduce turnover and strengthen the employer brand. Investing in effective recruitment and onboarding strategies ensures that the organization is prepared to face challenges and achieve more sustainable long-term growth”, concludes.
