In the current scenario, technology is the key piece to drive innovation and business growth. According to a study produced by TNS Research, organizations that invest in tech see revenue growth and grow about 60% more compared to other brands. However, reconhecer e contratar talentos se tornou um desafio crucial para a área de Recursos Humanos/Gestão de Pessoas
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 thousand professionals in the country, but Brazil only trains 53 thousand people in the area per year. That's why, forSylvestre Grebe, CEO ofImpulse, People Tech focused on increasing 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, Diving reveals7 strategies that work with Impulso clients:
- Master your company's tech needs
If you don't know what the skills are, languages and tech roles that your company needs to unlock processes and grow, you do not solve the problem. It is essential for the HR team to be 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 starts there. Besides the relevance of this for 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 conduct a briefing to understand what they are looking for, what is the work environment like, 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 jabá, butit is not! Sometimes it is much more costly and less effective for the company to carry out the selection process and allocation internally. HR can invest a lot of time and resources (even from tech leaders) in extensive selection processes that result in few applications, or selection of people who do not stay in the company
What would be easily resolved with a company specialized in this, that can ensure 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 infinite steps, that even became a meme on the internet. But you need to be able to evaluate your candidates well. Separate the technical steps from the cultural ones, develop a clear and precise interview script. Allow your professional future to already know what the process will be.
- Offer competitive benefits
The best talents in technology are highly sought after, a competitive benefits package will help you attract the best professionals. In addition to the 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 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, introduce the team and set clear expectations from the start
- Ensure a good cultural fit between company and professionals
It is useless to attract and hire the best professionals, but I couldn't retain them due to a lack of cultural fit. Your company operates and grows because of people. They are a priority. And this starts during recruitment and selection up to the management of the company's people.
The strategies we share are fundamental to the high satisfaction rate of our customers. Just as we apply in our business, I believe that other companies, when adopting them, they will not only be able to optimize their hiring processes, but also strengthen its competitiveness and drive its growth in the current technological landscape.”, concludesSylvestre Grebe, CEO of Impulso
