Having the right information when hiring an employee is essential these days, after all, a new person joining your team is above all an investment that demands time and money.
Choosing the right person guarantees a valuable contribution to your company's growth.
Therefore, the hiring process must be well planned and the selection process must be tailored to effectively find the right person to join your team.
Investing in a new employee requires spending money that needs to be well spent.
After all, you wouldn't want to lay off a poorly placed new employee at short notice, would you?
Whether you're hiring for the first time or not, the subject always raises questions, so let's go over the main points regarding the process of hiring an employee.
Check it out!
Strategic recruitment and selection
Nowadays we can see technology becoming more and more accessible, and breaking with a few decades ago, changing the consumer's focus, starting to perceive the experience with a company or service much more important than the end product itself.
The satisfying experience your customer is looking for is in the relationships between people.
Therefore, the Human Resources department and selection processes need to become strategic, guaranteeing a team of highly qualified, committed people with values compatible with those of the organization.
How do you define your selection process?
In order to define the hiring process, it is necessary to have defined the objectives of the position and the skills required for the new employee.
It is also important to know the type of vacancy that will be advertised and the selection process that will be applied - there are various selection models and tests available.
For example, if you're advertising a trainee position, logic and English tests are the most common to apply.
However, for vacancies that require concentration, the focused attention test can be interesting in defining the best candidates for selection.
It's worth remembering that the more stages there are in the process, the lower the candidate engagement rate, and consequently the higher the dropout rate.
Be attractive when advertising your vacancy
Before starting a selection process, the first important step is to know how to advertise your vacancy.
This process begins long before advertising on websites or social networks: it directly reflects the values that your company conveys, and therefore wants your employees to convey.
In today's market there is a competition for qualifications, and the image that your company decides to convey is extremely important for attract potential candidates.
So regardless of the channel you want to advertise on, the most important thing is to build an ad that is optimized.
Check out some important information for optimization:
- The title of the post;
- A description that is motivating and attractive;
- Mandatory and desirable requirements;
- A summary about the company, and details about the position, salary, benefits and values;
The job interview in the process of hiring an employee: how to make it more efficient?
Once the selection process has been defined, the best candidates are screened and the next step is a face-to-face interview.
where candidates and recruiters can get to know each other and present their proposals better.
During the pandemic, online interviews have become increasingly common, which can save time for both parties.
As previously mentioned, very long selection processes can be frustrating and discouraging for candidates, so it's important to have defined objectives and goals.
Structured, semi-structured and unstructured interviews are common, depending on the company's profile and what it is looking for.
Among the models, the structured interview consists of a pre-established script of questions, which makes it possible to trace the candidate's desired objectives more precisely and impartially.
It is planned in this way to gather as much information from the candidate as possible that is strategically pre-defined.
Among the questions you might want to consider when hiring an employee:
- Company values and culture;
- The skills expected of the employee;
- The types of questions that exist to draw up a complete script - general, situational, behavioral or technical
All the information is intended to be time-efficient, both for you and the interviewees.
Remember, too, that feedbacks for those not selected can be very positive, both for the candidate's growth and for the company's image.
I've signed up. Now what?
Once the process of selecting a new employee has been completed, the Human Resources department has an important strategic role to play in defining which type of contract is best suited to the company.
This type of knowledge is essential for defining the expenses invested for each employee, depending on the work regime chosen.
What does an employee cost my company?
When you hire a new employee, you need to be aware of the rights they are entitled to.
Brazilian legislation and tax systems regulate a series of institutes aimed at protecting the working class.
Therefore, of these institutes, salary, severance pay, INSS, FGTS, vacations are some of the rights for a new employee hired.
All these rights, together with an employee's salary, represent a sum of expenses to be invested. Check it out:
Meal vouchers and transport vouchers when hiring an employee
For the calculations, let's consider a worker with a salary of R$1,600.00. Let's also consider a ticket price of R$4.50. If the employee needs to drive to and from work every day for 22 days, the total value of his OT would be R$190.00, plus his benefits.
The employee bears 6% of this amount, i.e. R$11.40 is deducted from their payroll. The rest of the amount is the company's responsibility.
On the other hand, for the meal voucher, we have considered a value of R$20.00 per day in the example.
Thus, multiplied by 22 days, the employee receives R$528.00 per month.
The employee must pay for 20% of this amount, so R$105.00 is deducted from the payroll.
while the remaining R$423 are the responsibility of the employer.
Note: the company also bears the cost of collective bargaining agreements, such as health plans, life insurance, among others.
Social charges
When a company hires a new employee, it has to pay 37% of the net salary with the so-called social charges.
Thus, 29% correspond to the INSS contribution and the other 8% to the FGTS.
So with a basic salary of R$1600.00, the amounts added to the employer's facts are R$ 464.00 (INSS) and R$ 128.00 (FGTS).
It is also necessary to think about periodic expenses, which do not occur on a monthly basis, such as 13º and vacations.
To do this, you can consider the amounts diluted as monthly expenses, taking for example the 13th month of the year.º:
R$1600.00 = R$ 123.07 per month
With regard to vacation pay, the additional ⅓ is taken into account, i.e. R$162.55.
Other costs to consider when hiring an employee
In addition to the monthly obligations, you also need to consider some other possible costs, such as uniforms, or cases of maternity leave or sick leave - which can amount to 1% of the basic salary.
It is important to keep these values in mind in order to guarantee a effective financial planning.
Conclusion:
Assuming a base salary of R$ 1600.00, the final amount to be invested in an employee is R$ 1479.62. All in all, the total is R$ 3,079.00.
It is important to remember that these values are not fixed, and can vary according to a number of factors: the amount of the salary, for example, even if it doubles, can maintain the same amounts of OT and RV.
Other factors are important to consider, such as the size of the company, the cost of training or hiring employees, among other variations that are difficult to measure.
Always consider that the amounts can be reduced if, for example, the company opts for Simples Nacional, which can generate a discount on the INSS amount.
