Blog Post

¿Cómo es la contratación ahora?

Suzanne Lucas

Founder, Evil HR Lady

A pesar del asombroso aumento de los despidos en los últimos meses, algunas empresas siguen contratando. Amazon, por ejemplo, ha contratado a más de 100.000 empleados en cuatro semanas y tiene planes de contratar a 75.000 más. Además del aumento de la demanda de trabajadores esenciales, como empleados de almacenes, trabajadores de farmacias y tiendas de comestibles y proveedores de servicios de salud, hay otras industrias que se están sumando a sus filas, desde empresas de videoconferencia y ciberseguridad hasta proveedores de vídeo en streaming y de juegos online.

¿Pero cómo, exactamente, están contratando las empresas cuando los candidatos no pueden venir a las entrevistas? Incluso aquellos que no están contratando actualmente -pero esperan hacerlo dentro de unas semanas o meses- tendrán que replantearse el proceso. Estos son los pasos que están dando varias empresas, así como algunos aspectos importantes a considerar.

1) Priorizar el video para las entrevistas

Realizamos entrevistas cara a cara porque así es como siempre lo hemos hecho, pero la tecnología de hoy en día nos da opciones. Para muchos, trabajar desde casa se ha convertido en la nueva norma, incluso los presentadores de programas de entrevistas nocturnos están transmitiendo desde sus salas de estar (aunque con profesionales que reúnen todo). Por ello, confía en tu capacidad para realizar con éxito una entrevista a distancia a través de Zoom u otra plataforma de videoconferencia. No cometas el error que comete el CEO de Alignable: negarse a contratar hasta que pueda conocer a los candidatos en persona debido a la preocupación por el encaje cultural.

Puedes evaluar si encaja con la cultura haciendo preguntas perspicaces sobre experiencias pasadas, así como situaciones hipotéticas en el lugar de trabajo. También es útil explicar cómo funciona tu oficina o lugar de trabajo y cómo este papel se suma al equipo o a la misión, y luego ver si los candidatos responden con preguntas de seguimiento bien pensadas. También deberías asegurarte de que conozcan al equipo virtualmente para que todos tengan una idea de con quién estarán trabajando. Recuerda que si encaja culturalmente no significa que tú seas el mejor amigo de esta persona. Significa que prosperareis en tu entorno de trabajo. Obviamente, hacer una oferta sin conocerse en la vida real no es lo ideal, pero no perderás a un candidato importante porque hayas elegido esperar por tiempo indefinido.

2) Contratación rápida

Si está ofreciendo servicios esenciales, puede que necesites contratar rápidamente. Los métodos tradicionales, con múltiples rondas de entrevistas y procesos prolongados, podrían llevarte demasiado tiempo en las circunstancias actuales. Como resultado, vale la pena revisar tu trayectoria de candidato y eliminar cualquier etapa innecesaria por el momento. Algunas empresas también están recurriendo a aplicaciones que permiten a los candidatos grabar las respuestas a las preguntas de las entrevistas para que los directivos puedan evaluar a las personas más rápidamente.

Quienes realmente necesiten agilizar el proceso tal vez deseen estudiar la posibilidad de aplicar un método más radical: la contratación sobre la base de la primera solicitud y la primera contratación. Probablemente no sea el método adecuado para muchas empresas (ya que tiende a limitarse a un empleo bastante básico), pero The Body Shop redujo la facturación mensual en un 60% después de introducir el concepto. Así que vale la pena investigarlo, especialmente si tienes problemas para contratar.

Si necesitas talento tecnológico, probablemente no puedas permitirte esperar hasta que los políticos den luz verde a las empresas para que reanuden sus operaciones normales. (No con Netflix, Facebook, Apple y Google contratando vorazmente) Por suerte, como mencioné antes, puedes buscar, filtrar y entrevistar a distancia. De hecho, muchos de estos trabajos pueden terminar siendo puestos permanentemente remotos. Por muy desafiante que sea, no deberías esperar a que el polvo se asiente, especialmente si estás compitiendo contra los grandes jugadores.

3) Adoptar la incorporación virtual

No es sólo conseguir una carta de oferta por ahí. Es tener un plan para poner a la gente en marcha (probablemente desde casa) en el primer día. La buena noticia es que puedes llevar a cabo todas las partes del proceso de incorporación, incluso revisar los documentos, a través de una videoconferencia. Pero recuerda, aún puede ser incómodo.

Los primeros días de cualquier nuevo trabajo son desafiantes y pueden ser un poco extraños. Ahora, imagínate empezando desde tu sala de estar. Sin mencionar el potencial de tener hijos como compañeros de trabajo (mientras intentan causar una buena impresión con los que verdaderamente lo son). Asegúrate de que tus nuevos empleados sepan que tú estarás allí para apoyarlos durante todo el proceso. Si normalmente llevas a los nuevos empleados a almorzar en su primer día, envíales una tarjeta de regalo para llevar a un restaurante local. Es lo mejor que puede hacer por ahora y es un pequeño gesto que demuestra que te importa.

4) Establecer expectativas adecuadas

Necesitarás establecer dos niveles de expectativas para los nuevos contratados: tiempo "loco" y tiempo "normal". Durante el tiempo "loco", debes responder claramente a preguntas como: ¿Es aceptable aguantar a un bebé mientras se está en una videoconferencia? ¿Los empleados deben trabajar de 8:30 a 5 o pueden trabajar con horarios familiares/personales?

En otras palabras, dar a las nuevas contrataciones una idea del tipo de flexibilidad que pueden esperar cuando empiezan, y cómo las políticas vigentes ahora podrían cambiar cuando los empleados empiecen a volver al lugar de trabajo.

Probablemente no tendrás una idea exacta de cómo se ve eso (¡ninguno de nosotros la tiene!), pero ¿había ciertas expectativas en el "antes" que probablemente se reanuden en el futuro? Hazlo lo mejor que puedas para que tus nuevos empleados lo sepan ahora para que no se sorprendan o estén con la guardia baja más adelante.

Nos llevará mucho tiempo que las cosas vuelvan a la "normalidad". No pospongas la contratación si necesitas aumentar el número de empleados. Puede hacerse, incluso durante una pandemia.

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Article

15 Tried and Tested Competency-based Interview Questions

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Blog Post

PROFILE OF THE MONTH: Andrea Sennett

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2019 Nucleus Research talent management value matrix

Research

2019 Nucleus Research talent management value matrix

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