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Recruitment and selection go beyond simply hiring staff—they have become a key factor in strengthening organizational culture and driving business success.
A cohesive team aligned with corporate values can significantly impact a company’s performance. But building a “dream team” is not simple, and the challenge begins in the recruitment process, which is not always executed strategically. Luiz Eduardo Drouet, president of the Brazilian Association of Human Resources (ABRH-SP), emphasizes:
“Recruitment and selection is highly strategic, as it defines the profile and caliber of the individuals who will contribute to the company from that point forward.”
Common Pitfalls
Several mistakes frequently undermine this critical stage. Drouet notes lack of clarity and planning, which often leads to rework and subpar outcomes. While there is often pressure to fill positions quickly, a well-executed selection process takes time. Rushed or improvised recruitment can have significant short-, medium-, and long-term consequences.
Ensuring a candidate’s alignment with company values and culture is central. This can be achieved through in-depth interviews and assessment tools.
“Investing time and resources in this evaluation is justified by its high impact on both the selection process and the success of the hired professionals.”
Another sensitive aspect is balancing technical skills with behavioral competencies. Drouet observes:
“Technical skills get you in the game, but behavioral competencies let you win it. Both are important and complementary, but behavioral skills often carry greater long-term impact and development time.”
Recruitment Reflects Internal Alignment
Recruitment often mirrors internal organizational structures. Projects developed for clients of RH Junior, a student-led business consultancy from FGV and Mackenzie, reveal that weaknesses in other areas can significantly affect hiring outcomes.
Common errors include poor communication and unclear role definitions, which often lead to overburdened employees. Lucca Chiorino Figueiredo Martins, Director of Projects and Innovation at RH Junior, explains:
“Communication gaps and undefined responsibilities are recurring issues we address consistently.”
Maíra Frois Falcão Lins de Azevedo, Project Manager at RH Junior, adds that lack of alignment with the external market is particularly challenging for micro and small businesses. Companies often focus solely on internal operations without considering how competitors manage processes, automation, and talent acquisition.
Deficiencies like unclear job responsibilities, inefficient communication, and weak market engagement can undermine recruitment strategy, resulting in unclear and ineffective hiring processes.
Key Candidate Qualities Today
Martins highlights proactivity and adaptability to new technologies as essential traits for candidates, especially amid ongoing digital transformation. Azevedo emphasizes that organizations must also demonstrate flexibility, adapting their expectations and workflows to match candidates’ needs, particularly regarding work format and schedules.
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Source: Revista Conmax
