For small and medium-sized companies (SMEs) seeking to build a talented and productive team, high performance recruitment is an essential strategy. The high turnover of employees during the experience period may indicate failures in the selection processes, highlighting the need to improve these practices. In addition to being a challenge, hiring professionals aligned with the objectives and culture of the company brings significant benefits in the long term, promoting a cohesive and productive work environment.
According to Alisson Souza, CEO and founder of abler, startup that has the purpose of generating employability, offering high-cost-benefit solutions for HR Consultancies and SMEs, recruiting candidates that not only meet the technical requirements, but also have the potential to contribute significantly to the success of the company, is important for organizations seeking 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”, reveals.
A high-performance team improves productivity, elevates the quality of deliveries, promotes innovation and increases employee engagement.“Professionals well aligned with organizational culture tend to collaborate better, reduce conflicts and strengthen the employer brand.In addition, a low turnover saves valuable resources and contributes to a more stable and cohesive work environment”.
Strategies to attract talent
For attract professionals high-performing, the expert warns that it is critical to develop a strong and attractive employer brand. “Preparably communicating company values and culture can attract candidates aligned with these principles. Offering competitive benefits such as flexibility at work, professional development programs and financial incentives also helps to highlight the organization in the labor market”, he says.
Alisson points out that a structured planning is essential to carefully define the profile of the necessary candidates. “This includes outlining dissemination strategies, types of evaluations to be applied and criteria for screening resumes. The use of technology, such as recruitment software, optimizes this process, making it more efficient and strategic”, he says.
Understanding the specific needs of the company is the first step to efficient recruitment, identifying skills gaps and engaging 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”.
Assessment & onboarding
Ensuring candidates are aligned with the company culture is critical to a good cultural fit, contributing to better employee performance and satisfaction, as well as positively impacting the organizational climate.“In addition, a well-planned integration program accelerates 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 conduct ongoing assessments and adjust strategies as needed. Seeking feedback from candidates and newly hired employees can help enhance the recruitment process, ensuring that the selection is indeed high-performance”, he says.
For the CEO of abler, implementing this type of philosophy is a movement of great value for SMEs that want 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 productivity, and turnover investing in effective recruitment and onboarding strategies ensures that the organization is prepared to meet challenges and achieve more sustainable long-term growth”.
