Recursos Humanos EL RECLUTAMIENTO EFECTIVO (Atención) Ana María Godinez Software de RRHH | SYNDERA - La TV de RRHH con Ana María Godínez | YouTubeToText
YouTube Transcript: Recursos Humanos EL RECLUTAMIENTO EFECTIVO (Atención) Ana María Godinez Software de RRHH
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[Music]
Hello, how are you? I'm very pleased to
greet you, and today I want to address
a topic that is fundamental and
transcendent for any organization
and has to do with
effective recruitment. Recruiters at
successful companies frequently use a
human resources plan to define their
recruiting strategies. That is, they don't
always do it the same way. They are always
looking for continuous improvement and what they need to
do differently to become
increasingly effective when exploring the
best candidate for the vacancy. These
companies are successful because they truly
understand and understand that the role
they play comes at a very high cost
to the organization. It's not just that
the person comes in or leaves or that they weren't
efficient and they look for another.
Professional recruiters truly understand
the responsibility, as it all takes time,
money, effort, and frustration for the
people who will be waiting for
that vacancy, or when a person arrives and is
n't there, it really demotivates the
team. This
work you do is essential, and that's why we need to be
constantly improving. I
suggest that you typically
take a break from your organization every quarter,
review with your internal customers, with
your colleagues in your department or
area, what you're doing well, what you're
doing poorly, and what you need to change
to become increasingly effective, and
get this feedback from all
staff. Now, to be very
effective when recruiting, the
more valuable and clear information you
have, the more it is essential. And the first thing is to
be clear about the
job requirements. Here you must ask yourself the
question, what does
that position really require? What valuable
skills, abilities, and
attitudes should we look for in these
candidates? Another key point
is also to determine exactly what
the responsibilities of the position would be.
And for that I suggest you answer three
questions. What is necessary to do in
that position? What do you need to know? And
what is necessary to learn? If you
answer these three
questions correctly, you'll have
valuable information to share
with the candidate during the interview and truly
validate what you're looking for. Now, it's
very important that you also include
within these questions what
experience is truly relevant and
valuable. Because
two or three years of experience are often required, but it
's not entirely clear what part of that
experience is valued for the position.
Here you can be very specific about including
three or five things within that
experience, which can be very
ambiguous for what you're
looking for. Once you and your team have
answered these questions, it's very
important to validate and enrich
this information with the people who are
applying for the vacancy, with the
immediate supervisor of that vacancy, with
colleagues who will be closely involved with that
vacancy, and with internal clients. And if you
do that, you'll have information from
many angles that will give you
the necessary information to find the
best candidate. Once you have
all this information, the next step is to
define the
benefits to be provided based on the
salary level and, of course, assign
the salary the company is willing to offer
for this vacancy. I hope
this information is useful
to you and helps you in your process of
continuous improvement to become an
increasingly successful recruiter. I wish you much
success and see you soon. Thank you so much.
Thank you so much.
Well, thank you very much for watching this
video. If you liked it, please don't forget to
give it a thumbs up and share it
on your social networks. Subscribe to the
channel, and if you want to stay in touch
with me, our social media channels are listed below in the description
. I'm Ana María
Godíes and remember that if you want, you can. [Music]
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