The 10 Phases Of An Effective NNCP Recruitment Process
It is not a secret! Personnel selection processes are one of the main differentiating elements against the competition, a good and effective nnpc recruitment process can attract benefits not only in terms of performance, but also against medium and long-term objectives and strategies .
Human Resources departments have had the need to turn towards innovation, new technologies and certain trends in the selection processes. A good example of this is the so-called gamification, being a resource that offers a new point of view in this matter, offering the possibility of displaying very valuable bi-directional information.
New trends and strategies in the selection processes are a very valuable starting point to achieve important and very effective results. But not only this new vision influences, in addition the technical and organizational aspect of a selection process is another vital tool to achieve an effective selection process.
There are different types of selection processes, all of them of different nature. Reviewing the characteristics of a good number of these types of processes, it is possible to identify 10 important phases that shape an effective selection process.
Let's see which phases are a fundamental part of professionally and effectively structuring a selection process.
1. Identification of needs
Without any discussion, the first step in a selection process is the identification of needs. Any search for a candidate or talent is directly linked to a need to be covered or strengthened within the different areas or business processes of a company.
The needs can be of different conditions: punctual, permanent, temporary, future ... For this reason, the Human Resources departments have to develop an active and periodic work in search of the identification of the needs for each moment.
2. Search for candidates
Having identified the needs and based on an ideal candidate profile for each need, it is time to search for candidates . At this point, companies can opt for the traditional method, usually linked to posting offers. You can also opt for more innovative methods where companies go after candidates, through new nnpc recruitment trends (gamification, social networks, etc ...).
The ultimate goal is to have a shortlist of candidates that exquisitely meet the profile of the requested candidate for each identified need.
3. Preselection
It is here where Human Resources professionals have to fine-tune the initial pre-selection of candidates based on a technical scale of different concepts (skills, experience, etc ...), without ever forgetting the suitability of the candidate for the role and need To cover.
Remember that not only is a well-qualified professional interesting, taking into account the so-called "Soft Skills" is as important as any other assessment.
4. Test
Candidate tests are the way to verify the studied profile of the selected candidate, these tests may change depending on the position to be filled, since the skills required are also different. As strange as it may seem, it is not usually a a step that is usually carried out due to issues of time dilation of the selection process.
Here comes a wide range of possibilities, from tests based on gamification, tests or technical tests related to the function to be developed.
5. Interview
The interview is, without a doubt, the most important phase of the selection process. Company and candidate will meet face to face and every response and gesture counts. Before the interview, the human resources professional must be well trained in the new nnpc recruitment trends such as Neurolinguistic Programming, capable of offering the resources and tools to know how to communicate and get to know their communicator.
6. Assessment and decision making
After the phases that include from the search for candidates to the final interview, it is time to make decisions. This part is complicated, since the future of the company will be decided.
In general, this is one of the most complex phases of the entire selection process. The ideal candidate must respond efficiently to the needs of the position or the required activity.
7. Hiring
In the hiring phase, the candidate is informed of the decision and all contractual, legal and company philosophy information actions come into play. It is a good opportunity to nnpc recruitment the success of the selection of said candidate, by observing his attitude. On the other hand, it is essential that the candidate reads the contract and accepts all the conditions.
8. Incorporation
Onboarding is another important step, as they say it is the first impression that counts. The candidate must feel supported and accompanied , showing familiarity and all the facilities for the best possible adaptation. Let's think that your colleagues and the company in general, will spend a lot of time during the course of your day, so it is convenient that you be comfortable, it will translate into greater efficiency.
The presentation of colleagues, offices or routines in the working day, are issues to work on and show in this final phase of the selection process and thereby increase the motivation , not only of the newly hired, but also of the entire workforce.
9. Training
Depending on the profile of the selected candidate, training issues are of utmost importance. Both those of the job to be carried out and those aimed at future business strategies.
10. Follow-up
The last phase of the selection process is the follow-up of the candidates. The purpose of the follow-up lies in knowing the performance and adaptation of the candidate and obtaining valuable feedback from the candidate.
Selection processes are one of the most important and influential business strategies in the results of a company, their rigor and effectiveness will depend on their success. These phases should be in all the selection processes so that the result is as nnpc recruitment by the human resources department and by the company in general. If you want to know more about recruiting, get in touch with us .
