In the past, companies only paid attention to their operational and production processes, leaving aside those of an administrative and human resources nature. However, paradigms have changed: human capital has taken on particular importance, with its talent acquisition engineering.
Do you want to know more about this phenomenon? In this article, we will talk about the process behind talent acquisition and some tips you should consider to welcome new professionals to your company.
Human capital: a maturing concept
Historically, companies have played an essential role in developing a sector’s economy. In them, workers have always been key to producing and marketing goods or services.
Nevertheless, until the last century, employees were still considered only a completely mechanical resource, i.e., those who performed a routine job related to the volume of labor production. However, this thinking began to evolve with the industrial revolution and then matured with the technological process of the second part of the 19th century.
With the replacement of many manual trades, the concept of what an employee is has been evolving to become a strategic collaborator of the organization. Employees are no longer expected to provide only a specific service but are also likely to contribute ideas and strategies for the company’s development. With this, a revolution in talent acquisition engineering began to take place, as it started to be considered a fundamental process for business growth.
Nowadays, we can see how companies seek to perfect their talent acquisition process to acquire the best professionals, while others prefer to resort to BPOs (Business Process Outsourcing) to help them with this process without having to invest so many resources in it.
How to develop a good “talent acquisition engineering” strategy?
The success of your company’s job performance will depend on the talent acquisition engineering strategy you apply. Some essential tips for you to develop it are the following:
Identify the vital functions of the company
Which are the indispensable positions for the proper functioning of your company? Are there currently any job vacancies in them? You must evaluate all the areas of your company and diagnose any weaknesses in human capital.
However, you should also consider those sectors the organization does not currently have but could help it expand in the future. For example, the area of institutional relations for SMEs or international sales. If in the short or medium term, it could help your company expand, you should consider it as well.
Define the qualities of the ideal employee
What qualities do you need to be able to fill the vacancy that the company has? Which of them is essential? Are there any that are not mandatory? The ideal candidate has to meet the minimum requirements to be able to fill the position the company is requesting.
By ensuring that the candidate meets these requirements, you can ensure that the job will be done in the best possible way and that you will have one less job-related concern.
Feedback and performance evaluation are essential
Once you have found the ideal person to fill the role, it is time to start working. To do this, you must be willing to receive positive and negative feedback from the employee and carry out a performance evaluation.
Performance evaluations should be as objective as possible. For this, you must have a list of goals to be met in a given time.
At MBC, we make your job easier
We know that the talent acquisition engineering process is essential for any company, but not all have the budget and time to develop it optimally. From MBC IT Talent Solutions, we make your job easier: we get you the best engineers for your company.
We have our team in 10 different countries, ready to provide you with the best professionals in the Latin American market. We have a network of over 20,000 engineers who are 100% bilingual, and you can choose the one that best suits your company.
Are you ready to hire the best human talent?
