For entrepreneurs, the attraction of the best candidates to the vacancies they offer and the incorporation of them into their organization are fundamental questions for the strategic planning of the company and its vision of growth. If this process is not carried out correctly, you can miss the opportunity to enter the company to a person with great potential and talent for the required position or, worse, hire someone with the negative influence that can affect the success of the organization.

One of the biggest undertakings in HR is recruitment. 

When we think of recruitment and the process it involves we instantly think about the process such as specifications of a particular job, the action of attracting candidates to apply for that job, screening and selection of candidates, hiring the right candidate and the onboarding of those candidates.

As in each new generation, their expectations regarding the labor market and the business world change concerning their predecessors. What does this new generation expect?

You must have been involved - either as a job seeker or as an employer in recruitment that lasts and lasts. Once upon a time, this may have been commonplace and acceptable, but now the agility of recruiting is expected.

It is no secret that the tasks of personnel selection, talent management, and recruitment have changed dramatically in a short space of time. The new technologies and, especially, social networks have been the true elements of this change.