6 Best Practices in an Agile Recruiting Process

Best Practices in an Agile Recruiting Process

Have you heard of digital transformation today? Chances are you have and it has made you think about how important agility is in the digital context. This digital transformation promotes many changes in companies at the technological, process level, but also in recruitment and talent management, where more than ever there is the challenge of finding specialized IT resources in an agile way and managing them well. Agile Recruiting Process

Agile HR differs from traditional HR as it values pillars such as collaboration, transparency, adaptability, inspiration and ambition rather than hierarchy, secrecy, prescription, extrinsic rewards and obligation.  HR departments need to be increasingly technological, strategic, innovative, dynamic, agile and focused on delivering value, because only then can they have an easier life.

Traditional HR

– Focus on the individual;

– Appreciation of norms and rules;

– Operational;

– Specialist professionals, focused on their areas.

Agile HR

– Focus on the team;

– Flexible and dynamic;

– Strategic;

– Multifunctional teams.

But what is agile recruitment?

Agile recruitment is a methodology that the human resources department can use to be more efficient in the recruitment and selection processes, through the involvement of the team and leadership in all the stages where the interpersonal skills of the candidates, emotions, self-knowledge, emotional intelligence and the ability to work in a team are assessed, based on real situations. It is a methodology that enables better and faster hiring, with the advantage of being transparent at all stages, having clear objectives and well-defined stages, which should be flexible and anticipate changes.

Step-by-step towards agile

Reshaping the traditional HR sector to transform it into an Agile HR requires a mindset change, because much more than a methodology, agile is a culture, a new way of thinking and acting that brings more flexibility to management. The change to agile recruitment does not happen overnight, it is important that the organization adapts without fear of change. The first step in implementing agile recruitment methods is to establish the objectives and then identify the most correct agile methodology to achieve these objectives. This is followed by setting priorities in the recruitment process and the responsibilities of each member of the recruitment team. Throughout the process, meetings should be held to evaluate the development, favouring transparent and objective communication between all those involved.

There are best practices in an Agile Recruiting Process that can be adopted and that may give an important help in the use of this recruitment methodology:

  1. Be strategic and objective in the description of the vacancy – the recruiter should specify not only the skills they privilege in the resource, but also all the information related to the employer, having well defined the methodology they will use to choose the best professional for their need.
  2. Make the vacancy attractive to IT professionals – at a time when the hunt for talent is tough, a good salary is not enough to attract professionals. Today, companies need to be more creative to attract and retain talent. Training and career development programs, performance extras, family support, facilities and spaces for relaxation, health insurance or flexible working hours are some benefits that work very well to attract and retain talent.
  3. Publicizing and searching through specialized channels – now more than ever, organizations need to be focused on their business and recruitment is done through specialized partners such as ConquestOne. With structural support in more than 22 countries, Conquest One recruits technology talent for permanent or temporary positions, remote or on-site. Conquest One finds the most suitable talent for the needs of each company and each function, in a usable time.
  4. Technology can be an asset in recruitment processes, as it not only allows us to reach candidates faster, but also to manage the process more agilely through specialized platforms.
  5. Optimising the professionals’ tests in order to get to know the professional better and understand if he or she has the ideal profile to occupy a certain position.
  6. During the recruitment process it is important to always be by the candidate’s side, keeping them updated and informed in a transparent way.

Agile is synonymous with good management

The agile culture in the human resources area is extremely necessary for businesses to keep up with current market changes. Agile HR is a form of strategic management of people, based on approaches that condition high performance: increased productivity, cost reduction, less bureaucratic processes and the engagement of the public with the brand, among others. Thus, the agile concept must be developed internally and passed on to employees as a corporate cultural value.

A culture that brings countless advantages to the organizations, such as:

– It speeds up the recruitment process;

-Improves teamwork (with all involved, both internal departments/areas and candidates);

– Increases productivity and the flexibility of the process;

– Allows for better hiring;

– Increases the number of candidates in the selection process;

– Allows the analysis of results in each phase of the process and communicates them to management in a transparent way.

So, it can be concluded that in today’s fast-paced market, talent recruiters need to ensure they can keep up with the fast pace of business and its demands.  The agile methodology allows for improvements in hiring processes, using continuous planning, predictive and talent-focused hiring processes, matching the needs of organizations. As a result, the company has access to a flow of more skilled employees ready to face challenges today and in the future.

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