Tender stages: see which are the main
The selection process is the second phase of the Recruitment and Selection initiatives. Its goal is to identify among the applicants for a vacant position the one who best fits the given position.
- Guilherme Dias | GUPS
- Author: Guilherme Dias | GUPS
- 29. April 2022
- 7 minutes of reading
In his 1999 work, Chiavenato says that “dealing with people is no longer a challenge and has become a competitive advantage for successful organizations.” Today, talent is considered one of the most valuable resources that companies have.
Amid so many activities for which HR is responsible, is due importance given to what may be the most demanding of all: the selection process?
The HR sector is responsible for hiring the best professionals, finding people who can fill the offered positions and selecting the most qualified candidates. Structured and well-planned recruitment and selection can ensure good recruitment and minimize turnover costs.
Therefore, in this post, we will help you understand why you need to pay so much attention to the selection process, what are its steps and how to do it effectively, so that it becomes your main weapon to relieve the activities that stop you, the HR sector. Keep reading to check it out!
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What is a tender?
The selection process consists of a set of techniques that help select the most suitable candidates for a specific job vacancy. Through it, it is possible to identify hard skills and soft skills and verify which profiles most “fit” with the vacancy and company culture.
As the name suggests, it is a process, but to be effective it needs planning, execution, verification and action (the famous PDCA: plan, do, check, act).
What are the steps in the selection process?
1. Planning vacancies
- Planning is the basis of a successful tender process. Here you need to define how the vacancy will be opened, what means of attraction will be used, how the selection will be made.
- First, it is necessary to identify and evaluate the need for free space. Sometimes an external tender is not necessary and can be filled from the company’s own resources.
HR then needs to scrutinize what the industry leader needs and include that in most steps – the involvement of the area manager helps align expectations. This ensures that the process is shaped by a level playing field between what the leader expects and what is good for the company.
Describe the technical and behavioral requirements and, of course, embedding company values in the ad so that it can attract the most suitable candidates.
After planning how the attraction will run and structuring the selection methods that will be used, it is interesting to examine the average duration of the process to align the expectations of the candidates.
It is the execution of a process. In order to reach competent and up-to-date experts regarding the technological changes of the generation, it is essential that the opportunity is attractive. Keep in mind the profile of your vacancy and the audience you are looking for to make your recruitment more effective.
Prepare the vacancy announcement carefully, as it must be objective, concise and contain all the necessary information, such as, among other things, prerequisites, activities performed, working hours, remuneration. Choose in which channels the vacancy will be advertised, with each advertising medium having its own characteristics such as cost, response time, profile and number of participants.
Select the best profiles and remember that recruitment software does this stage masterfully – all candidate information and tests are compiled and the best ones appear in the rating system.
In this way, the recruiter can focus on the profiles that are most compatible with the organization and, when starting the interviews, do only the most suitable ones, analyzing only the behavioral and psychological profiles.