Before, in the HR manuals - human factor for the most contemporary or enemies of the term "resource" - the pre-selection phase was based on collecting possible candidates, resume or resumes, cover letters ... The desired profile was published in newspapers and magazines, later in digital magazines or portals specialized in attracting candidates.

But all that is over. We are in a new era where we are looking, above all, for profiles with the capacity to carry responsibilities, professionals with autonomy, imagination, innovators ... candidates who provide added value from the outset, people with technological skills, as well as professionals.

Some studies highlight that portals such as Facebook, Linikedln and Twitter, in this order, are the social networks most used by those currently responsible for selection to assess candidates - mainly in recruitment.

The costs of pre-selection have been reduced, they can even be "free" - without, of course, the cost of the person in charge who manages these networks and portals where to recruit.

Publishing and managing job offers are already automated processes. The multiposting allows them to be published on a multitude of specific job portals and social networks. Evaluate and preselect is also possible by inserting test or questions - we can ask killer questions or uncomfortable questions, to see the security or resources of the candidate (the anonymity of the Internet makes it easy for us to subject candidates to bad habits).

However, if the company looking for candidates does not want to lose its social prestige, it should not forget certain guidelines of courtesy, education, joint responsibility with those who contacted it ... That is, it must carry out a very clear, operational and transparent management of its processes. Explain the criteria clearly requested, respond to candidates who contact the company - if applicable.

The danger of using portals and options on-line it is the large volume that, perhaps, they should or should handle of applications, candidates, counter offers, requests ... Therefore, the key will be to anticipate it by marking the next step that the candidates must take - a step that does not collapse us and allows us to filter as best as possible to the candidates. It is not about receiving millions of requests, we will not be able to handle them effectively.

Twitter is, among others, a possible tool on-line To spread an offer, you have the advantage of the call effect - interested parties can retweet it and spread it among their followers. In addition, the hashtad used to cast it also facilitates "fishing." But, be careful! Everything that is said on Twitter about a company - such as an offer - influences its personal brand -employer branding.

Facebook is also an employee. It has gone from being for people to also being for companies and professionals. It gives us interesting information about the candidates, beyond their CV. Through its Graph Search option, it allows us to enter questions or key phrases to find candidates, who will share that link or information. Facebook also has the Facebook Marketplace option to advertise and spread offers - free of charge with limitations. On Facebook Ad we can also, by paying, advertise offers.

Viralizing the offer among friends, employees, family ... is another interesting option, which being more local is also easier to control.

-They see him! The recruiter's profile already looks more like a community management not to the suit Mr. Psychologist or Mr. Labor relations. But more is sometimes less, and less is sometimes more. Networks and portals require much more care, more ability to foresee, more prior strategy, since the effects, if not foreseen, can be catastrophic or unwanted.

G. Berbel.

Dr. For the UAB

Published On: 18 de November de 2014 / Categories: RECLUTAMIENTO-SELECCIÓN /

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