Recruitment in Colombia: The 6 most common mistakes

In a Colombian job market with high talent demand, companies use recruitment campaigns to attract top candidates. However, their strategies often involve key mistakes that lead to losing potential applicants, generating a negative company image, and wasting recruiters' efforts.

Recruitment teams are increasingly looking to update their methods to target a high volume of candidates and, most importantly, optimize the process of securing top talent in Colombia.

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Phone Calls? Really?

In a country where security is paramount, unsolicited phone calls are not well received. In the search for the ideal candidate, choosing written and verifiable methods like instant messaging or email is the first step to simplifying communication with applicants. It's not just Generation Z that avoids answering the phone.

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In Colombia, companies need to have an employer brand presence on WhatsApp for candidate sourcing and high-volume recruitment. This allows them to inform candidates about their process and coordinate next steps quickly and effectively. Additionally, automation through chatbots or conversational agents powered by artificial intelligence can handle multiple candidates simultaneously, creating follow-up systems and optimizing the recruitment process.

Can you imagine doing all of this while having a coffee? Discover how you can manage many leads and a high number of candidates simultaneously with a chatbot or AI-powered Conversational Agent.

Get your demo to automate your recruitment process.

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Lack of salary transparency

If you’re looking for senior talent, stop playing hide-and-seek with salary ranges. Some companies search for talent that is already employed, which implies a high level of commitment and skills from potential candidates.

However, they fail to share their benefits and perks upfront, resulting in wasted time for everyone. Transparency is key. Applicants want to know what to expect, and if they don’t get that information, they’re likely to look elsewhere.

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Mobility: Improving the candidate experience in interviews

Facilitating access to interviews is a crucial aspect of improving the candidate experience. When companies consider the location of their offices and the availability of transport options, they demonstrate a commitment to the comfort and well-being of applicants.

Easy commuting not only reduces the stress and anxiety associated with the selection process, but it also allows candidates to arrive on time and in the best possible condition.

Moreover, in a world where video calls have become the norm, why not take advantage of them? In the initial stage of candidate selection, face-to-face interviews are not always necessary. By creating tailored tests and alternatives, candidates can demonstrate their skills and experience without needing in-person interviews.

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Inefficient screening tests

Improving candidate screening tests is essential for creating a more effective and positive process. This stage of the mass recruitment process should not treat applicants as mere participants in an endless marathon. Companies should design relevant evaluations aligned with the job requirements.

Automation through artificial intelligence (AI) can significantly optimize this process, quickly and efficiently filtering resumes based on predefined criteria, saving recruiters time and reducing human bias.

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Outdated recruitment platforms

Many job platforms like Computrabajo have become saturated with spam and irrelevant offers, causing many candidates to seek alternatives. Similarly, for recruiters, it becomes challenging to make decisions due to duplicated candidate data caused by platform errors in user creation.

Now, social media has become the new battleground for attracting talent. It is the ideal recruitment tool to reach many Colombians, but as these are passive candidates, a quick process is needed to capture their interest.

Applicants are looking for agile and transparent processes, clear benefits, flexibility to work from home, inclusive work environments, and fair compensation. If companies don’t offer these features, someone else will.

Read more about how to use social media as a platform to attract talent.

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Inefficient communication

Another common mistake is the lack of communication during the selection process. Candidates get frustrated if they don’t receive updates on their status in the process. They also become frustrated if the answers to their questions are vague or non-existent.

Open and consistent communication is key to keeping candidates interested and engaged, and it also reflects the company’s values and culture.

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In Summary

To attract top talent and the right candidates in Colombia, companies need to be transparent in their job descriptions and maintain effective communication with candidates. This way, they can build a positive reputation and attract the most qualified applicants for their openings.

In a country with high turnover in BPO and retail, competition for talent is fierce. It’s time to improve your strategy. And if you're still wondering how to do it, maybe it’s time to talk to an expert. Book a call with a Candidate Experience Specialist for Colombia and discover how to transform your recruitment process into an automated one.

Discover how Talkpush can improve your onboarding process through a platform with automated tests and databases. Schedule a demo.

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