Where I look?
Once our needs are defined, we have to try to reach the most suitable candidates for the job we offer. This is not always easy. There are different ways of contacting them and we will have to choose those that best suit us depending on our needs. It will not be the same to look for a highly qualified worker than a manual worker. And the abundance of candidates can complicate the search if we are not clear about the selection criteria.
"The biggest drawback of not having made a good choice of the candidate search tool is the delay in the selection process or the possibility of not finding an optimal candidate," says the president of ATA. These are some of the resources we have:
Job portals. For the search to be fruitful, Esteban Grau, Business Manager of Infolancer.net (portal for freelance from Infojobs.net) specifies that “the better an employer explains what it is looking for and offers, the better the resumes it receives will be adjusted. We recommend including a questionnaire prior to registration, which serves as a filter to pre-select candidates based on the parameters decided by the employer ”. In addition to the general job portals, such as Infojobs.net, Infoempleo.net, Monster.es, Trabajar.com, etc., we have other sectors or pages that include sections that host job offers. There are specialized portals for secretaries and receptionists (Secretaria.com), the fashion sector (Tiendasdemodaonline.com), tourism (Turijobs.com, Turiempleo.com), IT and telecommunications (Tecnoempleo.com), renewable energy and the environment (Ambientum.com, Enviroo.com), etc.
Word of mouth and social networks. It is still one of the most used recruiting means. “Taking into account that 70 % of job offers are outside the job market, it is best to start with word of mouth, using all our social networks and doing a lot networking", Explain Miquel Bonet, lawyer and university professor expert in HR. Social networks are the adaptation to our time of word of mouth. For candidates, Facebook is the most valued network to search for jobs. For employers, LinkedIn.
SEPE, the public alternative. The State Public Employment Service (SEPE, the former INEM) and the different regional counterparts are another source to turn to. Simply fill out a form specifying the characteristics of the job offered. However, it is not one of the preferred media for entrepreneurs. First of all, because of the slowness of the process. Furthermore, the screening carried out by these services is sometimes not entirely satisfactory. By signing an agreement with this body, it is possible to access the incorporation of unemployed persons between the ages of 18 and 25 as apprentices or trainees in the form of 'non-work internships in a company'.
Academic environment. The Employment Guidance and Information Centers (COIE) of the Universities are a good incubator where to find talent without entailing a huge cost. In order to have the services of a scholarship holder who makes these internships compatible with their studies, we will have to sign a collaboration agreement with the university, where aspects such as the internship schedule, amount of the scholarship, duration, tasks to be carried out, etc. will be collected. The downside is that they are inexperienced people and that the hiring process is often slow. We can also turn to business schools and professional associations.
The agencies ETT. The self-employed and micro-companies make little use of these entities, but they can be useful to make a temporary contract and relieve us of the search and pre-selection work. Thus, we save time and effort in a task for which we are not as qualified as these professionals.
Fountain:
http://www.emprendedores.es/
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