In order to know how to make a personnel selection, it is important that all the phases of the selection process are previously defined. Planning is important, but so is the use of innovative technologies that allow us to find that talent among a large number of candidates.
Personal Selection
Finding talent and intelligence is the basis of all companies. This is a difficult objective to achieve if a good recruitment and personnel selection process is not carried out. At Melt Group we help you achieve success by advocating for the best human capital.
Evolving
with you
Recruitment companies are faced with numerous changes in the way each business evolves and works. For this reason, we are constantly recycling ourselves, implementing new techniques and tools to bring talent closer to you. We work with people and offer you cutting-edge solutions, in which values and attitude are a priority.
Personnel selection is a procedure that we implement for all companies that hire professionals. The objective is to find the perfect employee among a certain number of candidates.
During this process we begin to establish contact with each candidate, to later carry out the recruitment phase.
Different companies follow very different selection processes, as they do not all have the same needs. The human resources manager is in charge of establishing the business objectives and the qualities that the applicant must have in order to actively follow the process. At Melt Group we work hand in hand with the company, in order to meet these objectives effectively.
How to make a recruitment process?
What is the selection process like?
We design a customized personnel selection test. We analyze the needs of our clients and put into action all our search and selection machinery. Technology, values, intelligence and solutions are the key to our work.
Differences between personnel selection and recruitment
Habitualmente se tiende a pensar que selección de personal y reclutamiento son términos similares, pero la realidad es que guardan diferencias importantes, que debemos de tener en cuenta para llevar a cabo procesos selectivos impecables.
1. Recruitment of professionals
We talk about recruitment when in the company we identify the talent of candidates who could be part of the workforce, filling positions that have become vacant. What we do is to call these candidates to work in our organization. We can do this both externally and internally. It is basically an active search for talent. At Melt Group, we know a lot about this.
In our Human Resources Consultancy we are committed to the recruitment of personnel as the basis for achieving this matching between company and candidate.
2. Professional selection
After recruitment, it is time to select the most suitable personnel for our clients. We could say that we first conduct an active search for talent and then select the perfect professional for the position.
Our selection protocols are comprehensive and always focus on our values as HR experts. In order to offer you a professional team committed to your business, we work tirelessly.
How long does the recruitment process take?
The length of the recruitment process is one of the most worrying aspects for companies. In many cases, long protocols are carried out, which can be tedious. Our aim is to speed up the recruitment and subsequent selection phase. To this end, we are aware of the causes that slow down this type of procedure.
To know how long the recruitment process takes, the most appropriate answer would be: the time needed to find the perfect profile for the position. However, our clients are looking for agility and speed. In order to avoid lengthening selection processes over time and based on our extensive experience in human resources, we have determined the main causes that slow down these procedures:
- Candidatures: it is frequent that the volume of candidates is high. In order to carry out a safe and efficient screening process, it is important to have state-of-the-art technical and technological means that allow us to quickly detect professionals who meet the criteria.
- Duplications: sometimes we receive duplicate applications, which enter the system through different job search platforms. Our team has sufficient experience to limit duplication of candidates.
- Ghosting: ghost candidates are still part of the recruitment process. It is common for some profiles to disappear from the process without warning. It is important to take all this into account in order to know how long the recruitment process lasts.
- Company restructuring: although it is not very frequent, we have to consider possible hierarchical changes within the company.
- The perfect candidate: one of the most common causes of endless selection processes is the difficulty in finding the perfect profile for the position. At Melt Group we know how to get the talent you are looking for and we actively move to select profiles that meet all the requirements of the position. Our ERP management system and our large database of candidates allow us to achieve success in each selection process.
What is the first step in an effective recruitment process?
The first step in an effective recruitment process is the organization and development of a quality strategic staffing plan. From our Human Resources Consultancy we advocate constant communication with each client, with the firm commitment to detail all aspects that may interfere in the search for talent.
The objective is to achieve results in record time, maintaining quality throughout the entire procedure. To this end, we determine the client’s needs, meeting their requirements; we define together with the company the profile we are looking for; we carry out the recruitment phase through our experience in the sector; we receive, study and analyze the personnel applications; we pre-select those candidates who fit the profile; we advise our clients and select the talent with them; we detail the entire approach through detailed reports; finally, we collaborate with the company in the final decision making process.
What are the types of recruitment?
With regard to the types of recruitment, it is usual to differentiate between internal and external recruitment:
- Internal recruitment: to fill the vacancy we bet on an employee of the company. The re-hiring of professionals who have been part of the business is an option in this sense.
- External recruitment: the selection of personnel is carried out with professional profiles that have nothing to do, a priori, with the company. The search for talent and headhunting protocols would be included in this type of personnel selection.
New personnel selection techniques
In order to find the talent to optimise the objectives of any company, it is important to know the new trends and techniques of personnel selection. At Melt Group we advocate constant training and recycling of our HR consultants, in order to offer you the best recruitment and selection services:
Job interview
The interview is still fundamental in selection processes. The trend of using new technologies to develop it is becoming more and more popular lately. Conducting the interview with the candidate through video-call platforms has many advantages, such as shortening the selection period.
CVs
Analysing CVs is something we are very used to. With the aim of simplifying processes and optimising the CV sifting process, we can remove all irrelevant information from this document.
Social Networks
Social Recruiting is all the rage. It is about using social profiles to locate talent.
Artificial Intelligence
AI is making a strong entry into recruitment processes. The use of Chatbots for these purposes can make a difference and streamline protocols.
Big Data
Data analysis is another of the recruitment techniques that are currently gaining ground. At Melt Group we are specialists in this, thanks to the study of our own databases
Recruitment tests
Selecting the right personnel selection tests is the key to success in the selection process. The truth is that we can carry out an infinite number of actions, such as personality tests, knowledge tests, psycho-technical tests, gamifications, etc. However, the recruitment test and the interview are the most important.
It is essential to set the objectives of the recruitment tests beforehand. Generally speaking, we measure knowledge, attitude, professionalism, intelligence, experience, motivation, etc.
1. Personnel selection test
The personnel selection test allows us to get to know the candidate from a psychological point of view. Depending on the answers they give us, we can determine whether their profile will fit in with the staff.
2. Personnel selection interview
On the other hand, the personnel selection interview goes one step further. This is the first direct contact we have with the profiles that have already passed a previous screening. This is the first direct contact we have with the candidate or applicant. It is essential to plan the questions well and personalise the test.
Purpose of recruitment
All these methods of personnel selection in a company are aimed at finding the perfect candidate to be in charge of a specific job position. In our Human Resources Consultancy we use innovative technology and constant study, with the firm commitment to offer you the personnel you need to add value to your company.
Recruitment Consultants
Talent is found in those places that are committed to excellence. We are aware that the best companies are those that focus on intelligence and the search for expert employees. For Melt Group, recruitment is the key to our work. Every day we adopt innovative recruitment techniques, based on high quality standards, in order to provide you with the staff your business deserves.
We are a recruitment consultancy with extensive national and international experience. We work with leading companies in all types of sectors. We design recruitment and selection tests based on specific knowledge of each client’s needs. Our HR consultants are experts in the field, always providing constant communication with each client.
We know each candidate, which allows us to make a perfect match between the personnel and the company. In this way, we can achieve a working relationship based on excellence and solutions.
Our own database
In every recruitment process we work with our own state-of-the-art database, where we welcome candidates of multiple nationalities. This allows us to adapt to the recruitment needs of each client.
Guarantee period
At Melt Group we offer a guarantee period for selected candidates. We carry out a highly qualified, specialised and personalised recruitment process.
The recruitment process if done in-house by anyone without ad hoc experience to fill a vacancy or a newly opened position can be complicated and stressful for those in charge.
A great deal of effort must go into attracting, screening, interviewing and securing an ideal candidate for the position. Even after all these stages, sometimes many companies end up choosing people who do not fit the bill and the recruitment process has to start all over again. This wastes time and personnel resources and is a cost to the company.
As a Human Resources consultancy we always recommend that an expert is in charge of each business process. Recruitment is of paramount importance for a company. It cannot be left in the hands of an inexperienced person.
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