Our client is a large national company, linked to the food sector. Feeling that in the current context, the decision-making process on the part of professionals in relation to the companies where they want to work has become more complex, with the emergence of variables such as emotional wages, the purpose of the Company and the models of team organization, emerged the need to improve the candidate experience and at the same time align the talent acquisition processes internally.
More than developing your brand as employers, it is important for Organizations to create coherent and attractive value proposals for the different talent segments.
More than developing your brand as employers, it is important for Organizations to create coherent and attractive value proposals for the different talent segments.
In this perspective, the experience of the candidates during the selection processes in which they are involved in the Organization, assumes an enhanced importance. All contact points (from application to admission) have a high impact on the Company's reputation and on the candidates, it will be able to attract.
As the recruitment interviews are a key moment for communicating our client's value proposition to the market, it is essential to ensure the alignment of Hiring Managers, HR Business Partners and other interlocutors involved in the selection process, as a way of transmitting a consistent message to the various candidates who know the company, providing an aligned and positive experience that conveys a sense of unique identity.
On the other hand, it is also essential to optimize the flow of recruitment processes, in order to ensure that the people hired are aligned with the Organization's culture and values, reducing the costs associated with bad hiring.
The way
As an intervention approach, we proposed to our client an essentially practical methodology, favoring the active involvement of the participants and allowing to ensure quick wins, guaranteeing a quick application of the acquired knowledge and aligning recruitment processes and procedures (internal and external) that can be replicated across the board in our client, considering good market practices and respecting the Organization's cultural identity, increasing their success rate.
Thus, for each talent segment of the Organization, in order to ensure that the process is as efficient as possible (match the valuesof the person interviewed vs. values of the Organization and skills of the person interviewed vs. Role to perform) were created and implemented:
Workflows and selection matrices (phases, timings, resources, tools / techniques, and expected results) of the external recruitment process for each Organization's talent segment;
Workflows and selection matrices (phases, timings, resources, tools / techniques, and expected results) of the internal mobility process for each talent segment of the Organization;
FAQ's manual for the different stakeholders in the process;
Sessions for aligning good recruitment practices with Managers and Hiring Managers;
The impact
The creation of uniform and transparent processes made it possible to project an image of rigor and professionalism internally and externally and to ensure that there is a common framework for the entire Organization, facilitating the sharing of information, reducing possible entropies and ensuring that the talent that is being integrated into the Organization is aligned with the Organization's values and strategy. Additionally, there was a reduction in process costs, since the creation of Workflows allowed to predict response times, anticipate possible difficulties and thus minimize risks.
