Recruit: the new challenge
for organizations

Opinion article by Ângela Santos, Board Member and responsible for talent management at Ábaco Consulting, for Human Resources: [PT Only] https://hrportugal.sapo.pt/recrutar-o-novo-desafio-para-as-organizacoes/

«Teleworking has continued, but the need to integrate new talent into organizations continues and, therefore, it is inevitable to make recruitment and reception processes digital. To this end, technology has become an essential tool in the management of hiring processes.»

 

Although five months have passed since the end of the State of Emergency, in Portugal, many companies are still defining the best way to go. It is a fact that the majority is already adapted to this new reality of teleworking and so they prefer to continue, but others are already beginning to start their returns to the offices.

It is undoubtedly the time to start thinking more about the future and a return to the new normal. We already understand that the way of living and working has necessarily changed and nothing will be the same as before. Going back to the office now is another matter.

Teleworking forced us to be closer to our teams and to discover that, even far away physically, we were able to deal with unexpected, urgent situations, but also to find within us the positive force that guides us and that allowed us – and continues to allow – to reinforce our organizational culture. Companies with a strong culture, who trust their talents the most and give them autonomy to improvise, adapt more easily. Therefore, it is essential to connect and bring employees closer to relevant discussions and share critical information about the organization.

Never forgetting that each person is unique, has different experiences and expectations, and can contribute in different ways, it is therefore necessary to know them well, to be able to lead them. A good leader articulates his people, opening the way for what they do best, and complementing the various talents in a team, focusing on a purpose. If we add to this a general mindset of focus on employees, Humanity in the organization, processes designed to improve people’s experience (whether together or distributed, but always connected) and involvement for the contribution, talents will be effectively the central parts in the process of constant adaptation to which a company is obliged today.

In view of this context, it is here that the new challenges continue to arise, especially with regard to the integration of new employees in companies. If it was already a difficult task, now it will be even more so. The interviews started to be at a distance, as well as the validation of references, research, selection and screening of candidates. Telecommuting has continued, but the need to integrate new talent into organizations continues, so it is inevitable to make recruitment and reception processes digital. To this end, technology has become an essential tool in the management of hiring processes. It made them more efficient, thereby increasing the likelihood of finding the ideal candidate for a given job offer, based on their own values.

After choosing the right candidates, a new (and perhaps bigger) challenge arises: how to integrate them into the teams and into the whole reality of the company? If it was difficult before, with the reality of distance work, it became critical. We must not forget that it is essential that these new talents assimilate, from the time they enter, what the company’s culture is and integrate into it.

 

But, for this, in the Human Resources strategies, we must consider some measures:

  1. Share the company’s culture (mission and values): In order for new talents to integrate more quickly into the company’s culture, it is essential that they are presented with the company’s mission, values, history and traditions, in the very first days .
  2. Assign them to a team leader: In the beginning, there may be many doubts that may arise and, therefore, it is essential that these new talents have someone in particular who can accompany them and whom they can turn to, whenever they need it. . This assignment of a team leader becomes very important, since the teams are not physically together and the new talents may feel lost if they are not accompanied on their entry. A leadership team prepared for the management and monitoring close to each person, especially attentive to new people, is crucial.
  3. Daily video calls with the team: In order to support the integration of the most recent talents, it is also crucial that teams hold daily status meetings on the projects they are working on, in order to help new employees with the processes, putting them at ease to answer questions, and lastly, but equally important, to foster team spirit. Thus, it is essential to give priority to video calls, so that new employees begin to establish connections with the other elements, in addition to all the benefits already evidenced in some studies (greater productivity, more assertive communication, better results).
  4. Ask for feedback from new employees: In fact, this is still a new process for all companies. Obviously, in the past we have all done video call interviews, but integrating a new person in a team that is totally physically distributed is not. And this is a process that we have to go on outlining and testing, because only then will we realize what mistakes we may have made and what solutions we should implement. But, for this, it is essential to ask for feedback from new employees, regarding the difficulties they experienced, so that we can guarantee that they have the best experience throughout all the processes.

 

In this way, the objective is clear, we are again focused on Humanity – sharing values, being an important part of something, feeling good, freeing up talent. Being part of a team – in which everyone can choose – decreases turnover, increases performance, and releases positive energy.

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