Como você equilibra várias contratações de stakeholders?

Se existe algo que auxilia demais o processo de recrutamento e seleção ao ponto de facilitar uma demanda pesada de contratação é ter uma politica de cargos e salários bem definida, o que significa uma descrição bem detalhada da vaga, esse documento é capaz de trazer informações preciosas para o descritivo da vaga. Isso ajuda os candidatos a entenderem melhor o que é esperado deles e a avaliarem se estão aptos para a posição, o que significa mais assertividade no processo seletivo, já que serão atraídos para o processo seletivo candidatos mais aderentes ao cargo, reduzindo o número dos não qualificados e economizando tempo tanto para os recrutadores.

So true, Hiring is a team effort, but it can also be a source of conflict and confusion when multiple stakeholders have different opinions, expectations, and agendas. Stakeholder Management will be very helpful in this situation. 1) Identifying and Mapping your internal and external stakeholder. 2) It is important to consider which of your stakeholders will have the most impact on your project and ensure you are able to manage the expectations of others in relation to this. 3)If you have information to share, then share it with all of your stakeholders; people like to feel informed and it’s important to be transparent. 4) It is important to show empathy and commercial awareness when interacting with them.

Having well-defined hiring criteria is very important for balancing multiple stakeholders. The 1st step is establishing a clear timeline with all the stakeholders from start to finish to manage all the expectations. Once your timeline is established you then need to work with the hiring managers to get a clear idea of what are the skills and attributes they are looking for in an incumbent, what are deal breakers in terms of skills and what are areas of flexibility. Once you have that information, it needs to be clearly defined by a well-put-together Job Description, which gives clear-cut job expectations so that there are no chances of misalignment, confusion, or biases at later stages.

Defining clear hiring criteria is pivotal for a successful recruitment process. It ensures everyone involved understands the key skills, experience, and attributes needed. This early alignment minimizes later confusion and bias, ultimately leading to a more effective hiring process.

Você já pensou em montar uma agenda de feedbacks para o seus processos seletivos? Segue alguns motivos para você adotar uma postura mais proativa e transparente nos processos seletivos que realiza: 1 - Transparência e Profissionalismo 2 - Meio de Engajamento e Encantamento dos Candidatos 3 - Oportunidade de Correção de Rota e Check de informações 4 - Fortalecimento da Marca Empregadora. 5 - Criação de Networking Genuíno. Lembre-se pode ser difícil equilibrar todas as expectativas dos candidatos envolvidos, mas é muito pior deixar as pessoas no escuro!

Every step of the way then needs to be communicated transparently to all stakeholders, we have many technologies now at our disposal to keep everyone updated on where we are on our timeline, like Notion - A multi-information sharing platform, where all the stakeholders could have access to the appropriate timelines. Timelines for the team would be ofcourse different and will not be shared with outsiders and Notion gives us these options on how much information should be shared and with whom but we could also share clear and transparent timelines with the candidates as well, so they know where they are at what stage and what more is expected. Notion is not the only such tech available, you just need to find one that suits your company.

Maintaining open and regular communication with all hiring stakeholders is crucial. It ensures everyone is well-informed and engaged throughout the recruitment journey. Utilizing various channels and tools tailored to individual preferences helps to keep the process transparent and efficient. This inclusive approach fosters a collaborative and productive hiring environment.

If you have a very transparent process seeking feedback on your progress and asking for input from the internal stakeholders can be very positive and rewarding which can lead to quick and efficient changes in the process. When I was hiring for a role, I saw that our skill assessment test which I had previously drawn out was no longer working well for us, I immediately sought feedback from the manager on this and got her feedback in, and based on that we made a new skill assessment test, which then gave us a clear picture of the incumbent's skills and we got two very skilled hires pretty quickly from there, without any doubts because the new assessment now gave us more confidence on the skills in question.

Seeking feedback and input from various stakeholders is a valuable practice in the hiring process. It not only provides diverse perspectives but also fosters a collaborative atmosphere. Striking a balance between thorough assessment and candidate experience is crucial. This approach ensures that decisions are well-informed and inclusive, leading to successful hires.

To manage expectations and conflicts, you need at least these two skills one being a good listener and two being data-driven. There are a lot of people out there who think they are good listeners but actually may not be, A good listener not just listens but then acts accordingly with the right perspective, you cannot be a yes man, and neither can it be "it's my way or the highway". So you need to be a good listener and manage expectations fairly to avoid conflicts. Having listened, there are many situations in the world that can be resolved with the help of facts and data to back up your stand or to help resolve a conflict. No one can deny the validity of well-put-together data, so when in crunch, just use all the facts and data.

Navigating conflicting expectations among hiring stakeholders requires a diplomatic approach. Clear communication, active listening, and a focus on organizational goals are crucial. It's essential to find common ground and ensure everyone's concerns are addressed, fostering a collaborative hiring process. This way, decisions are well-informed and aligned with the company's values and objectives.

Building trust and rapport with hiring stakeholders is foundational for a successful recruitment process. It fosters a positive, collaborative atmosphere, ensuring everyone's needs and contributions are valued. Consistent communication, follow-up, and delivering on commitments are key in building this mutual trust. This foundation paves the way for a more effective and enjoyable hiring process for all involved parties.

Once again transparency is the key to building trust and rapport, always strive to be very transparent throughout the hiring process but along with that be a very effective communicator and problem-solver, this will go a long way to building trust and rapport and make the hiring process happy and enjoyable for everyone.

Yes, trust is very important factor in building relationship with hiring managers. We normally keep on updating and suggesting the best possibilities. Maintaining transparency and keeping them update about stages of process plays important role in hiring.

Another way to balance multiple hiring stakeholders is to give them the right idea about the current market scenario by doing market research & analysis, revisiting past recruitment trends of recent years which shows how the tech market is evolving in terms of rise in compensation offerings, new cutting edge technologies which attract Gen-Z techies, flexible working environment and more upskilling or learning & development opportunities. This way their expectations will be more realistic and they will be open to accept ideas/plans proposed by recruitment leaders to fulfill the need within a given deadline.