In the current scenario, technology is the key piece to drive innovation and business growth. According to a study conducted by TNS Research, organizations that invest in tech experience increased revenue and grow about 60% more compared to other brands. However, recognizing and hiring talent has become a crucial challenge for the Human Resources/People Management area.
This happens because the demand for highly qualified professionals exceeds the available supply in the market. According to the association of companies in this sector, there is an average annual demand of 159,000 professionals in the country, but Brazil only trains 53,000 people in the field per year. Therefore, forSylvestre Grebe, CEO yesImpulsePeople Tech focused on increasing capacity and productivity of medium and large companies: "a deep understanding of emerging technologies and proactivity in recruitment strategies are essential."
To help with this mission, Mergulhão reveals7 strategies that work with Impulso clients:
- Master your company's tech needs
If you don't know which skills, languages, and tech roles your company needs to unlock processes and grow, you're not solving the problem. It is essential that the HR team is aligned with IT leaders to understand which skills and technologies are fundamental for business success.
- Be straight to the point in open opportunities
Knowing which professionals your company needs, think about how to communicate this to the candidates. Be clear and specific about the skills and experiences required, but also highlight what the company offers in terms of culture, growth opportunities, and challenging projects. The relationship with your future professional self starts there. Apart from the relevance of this to the company's reputation. These people will also evaluate your company.
Here at Impulso, this is a fundamental part of the process with our clients. We create a briefing to understand what they are looking for, what the work environment is like, and everything that is important to allocate happy people and ensure a low turnover rate.
- Compare hiring in-house or with a partner company
It could be a payola, butIt's not!Sometimes it is 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 hiring processes that result in few applications or the selection of people who do not stay with the company.
What could be easily resolved with a specialized company in this area, which can guarantee the best allocations in a short period of time and with lower turnover. Here at Impulso, for example, we guarantee allocation within up to 3 weeks.
- Invest in a structured interview process
It doesn't need to be too long, with endless steps, that even become a meme on the internet. But you need to be able to properly evaluate your candidates. Separate the technical stages from the cultural ones, and develop an objective and precise interview script. Let your future professional self already know what the process will be like.
- Offer competitive benefits
The best talents in technology are in high demand, and a competitive benefits package will help you attract the best professionals. In addition to salary, consider benefits such as remote work options, flexible hours, professional development programs, and performance-based bonuses. These benefits show 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 to effectively integrate the new employee. A well-structured onboarding helps the new employee feel welcomed and productive from day one. This includes providing the necessary tools and information, introducing the team, and setting clear expectations from the beginning.
- Ensure a good cultural fit between company and 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 operates and grows because of the people. They are a priority. And this begins during recruitment and selection up to the company's people management.
“The strategies we share are fundamental to the high level of satisfaction of our customers. 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 scenario,” he concludes.Sylvestre Grebe, CEO of Impulso.
