In today's landscape, technology is the key to driving innovation and business growth. According to a study by TNS Research, organizations that invest in tech see increased revenue and grow approximately 60% more compared to other brands. However, identifying and hiring talent has become a crucial challenge for Human Resources/People Management.
This happens because the demand for highly qualified professionals exceeds the supply available in the market. According to the association of companies in this sector, there is an average annual demand for 159,000 professionals in the country, but Brazil only trains 53,000 people in the field per year. Therefore, for Sylvestre Mergulhão , CEO of Impulso , a People Tech company focused on increasing the capacity and productivity of medium and large companies: "a deep understanding of emerging technologies and proactivity in recruitment strategies is essential."
To help with this mission, Mergulhão reveals 7 strategies that work with Impulso's clients:
- Master your company's tech needs.
If you don't know what tech skills, languages, and roles your company needs to unlock processes and grow, you won't solve the problem. It's essential that the HR team is aligned with IT leaders to understand which skills and technologies are fundamental to business success.
- Be direct and to the point when opening opportunities.
Knowing what professionals your company needs, think about how to communicate this to candidates. Be clear and specific about the skills and experience required, but also highlight what the company offers in terms of culture, growth opportunities, and challenging projects. The relationship with your future professional begins there. Beyond that, it's relevant to the company's reputation. These people will also be evaluating your company.
Here at Impulso, this is a fundamental part of the process with our clients. We conduct a briefing to understand what they are looking for, what the work environment is like, everything that is important to allocate happy people and ensure a low turnover rate.
- Compare hiring internally or through a partner company.
It might sound like a paid advertisement, but it's not! Sometimes it's much more costly and less effective for the company to conduct the selection and allocation process internally. HR can invest a lot of time and resources (even from tech leaders) in lengthy selection processes that result in few applications, or the selection of people who don't stay with the company.
This could easily be resolved with a company specializing in this area, which can guarantee the best placements in a short period of time and with lower turnover. Here at Impulso, for example, we guarantee placement within 3 weeks.
- Invest in a structured interview process.
It doesn't need to be excessively long, with endless steps that even become internet memes. But you do need to be able to properly assess your candidates. Separate the technical stages from the cultural ones, develop an objective and precise interview script. Let your future professional know how the process will be from the start.
- Offer competitive benefits.
The best talent in technology is highly sought after, and a competitive benefits package will help you attract top talent. Beyond salary, consider benefits such as remote work options, flexible hours, professional development programs, and performance-based bonuses. These benefits demonstrate that the company values the well-being and growth of its employees.
- Create an efficient onboarding process.
Once hired, a good onboarding process is crucial for effectively integrating the new employee. A well-structured onboarding helps the new employee feel welcome and productive from day one. This includes providing the necessary tools and information, introducing the team, and establishing clear expectations from the start.
- Ensure a good cultural fit between the company and its professionals.
It's no use attracting and hiring the best professionals if you can't retain them due to a lack of cultural fit. Your company functions and grows because of its people. They are the priority. And this starts during recruitment and selection and extends to the company's human resources management.
“The strategies we share are fundamental to the high satisfaction rate of our clients. Just as we apply them in our business, I believe that other companies, by adopting them, will not only be able to optimize their hiring processes, but also strengthen their competitiveness and boost their growth in the current technological landscape,” concludes Sylvestre Mergulhão , CEO of Impulso.
