The labor sector lives in continuous evolution. Every day companies demand greater skill in their jobs, seeking very specific professional profiles around ICT.
To compete well is to have a value added in the recruitment and selection phase, because be careful, you have to know how to differentiate: recruitment is not the same as selection. They are different processes.
Finding talent requires planning
Recruiting this type of talent in the ICT sector is not a simple task, as it must be based on a specialized and conscientious search. It is not worth publishing in "the more places the better", it is counterproductive. We must rely on specific portals, searching through referral programs, social events or external agencies (ETTs, placement agencies, independent headhunters, etc.).
In any case, find the digital talent It is a complex process. Many times a good number of candidates appear for offers, among which we must sift with professionalism and judgment, and on other occasions offers that may seem very attractive at first glance are left without candidates.
Transparency and sincerity in the selection process
The first step when approaching the selection of digital talent is to define the job in the most developed and specific way possible. For this you have to write a quality offer, in accordance with the demands and objectives of our company.
How do we do it? Starting by arranging an interview with the person responsible for the selection process. Finding digital talent depends on writing a complete profile that guides us about the type of professional we desire.
Then we must translate the business language into work language: we must provide data about the job with transparency and a technical and adapted language to the "jargon" of the sector. You also have to offer information about the type of company who we are, what the candidate will find in his or her job and what will be required.
Another key: a thorough process planning of selection. Finding the right worker requires defined techniques. It can help us to prepare questions that help us identify if the candidate fits the functions to be performed.
Know how to choose the type of test to measure skills and competencies
Many HR technicians use the level test to evaluate the skills of talents. It is another option: knowledge tests, skills tests, personality questionnaires, psychotechnical or situational tests are becoming more and more common.
But we also don't want the selection process to drag on forever, so we have to be sincere, objective, concise and clear.
Build talent loyalty; key task
There is no point in carrying out a great digital talent selection process if the candidates do not remain in the company afterwards. Once the candidacy has been chosen, you must retain or retain talents in the ICT sector, decide if the candidate's expectations fit with what the company is willing to offer.
All for one simple reason: a worker can always go to another company where working conditions and personal conciliation will improve. Dialogue and reach agreements with the worker will be an unavoidable step.
At EIP International Business School we train professionals through practical and personalized education to provide them with the necessary skills to become the best.
