RECRUITING IN BRAZIL

Nancia Amaya-GomezProfessor Hughes

Global Human Resource Management11/4/2016

INTRODUCTION• Our recruitment process in Brazil will allow our organization to improve

significantly.

• We can recruit a wide variety of employees by having a thought-out plan of action to: align ourselves with one common goal, start recruitment in phases, refine the company’s processes, and design globally for local execution.

ALLIGN COMMON GOALS

• The first step of recruiting in Brazil is developing and aligning on a common goal.

• The goal is: Recruiting the best talent which will improve revenue and promote company growth.

• Communication is the key to developing a common understanding of the company’s goal. By making sure that every system user is up to date on company procedures and training will ensure that everyone is well engaged on the organizations changes.

 

START IN PHASESPhase I:

Successful Deployment

• Rather than fully deploying at once, deployment is best done in measured phases.

• Successful deployment requires careful consideration and execution. Therefore, steps must be taken to accurately have a smooth transition:

1.) Reinforce shared understanding of the goals2.) Rules and processes3.) Keep everyone current on where things stand/headed

Phase II: Provide Structure

• Provide enough structure to make sure that no important pieces are missed.

• Plan a kickoff meeting before recruitment begins. This meeting will make ensure everyone is on the same page.

Phase III: Ensure the project stays

on track• As each location in Brazil

goes live, monitoring recruitment closely is important.

• Ensuring the project stays on track needs special attention and execution which allows each candidate preparation to make changes.

REFINE• No matter how carefully

planned, it will require some time and adjustment to improve all processes to better serve our business in this region.

• “Refined Recruitment Solutions provides a unique and highly effective approach to delivering recruitment services on behalf of employers and people who are seeking career opportunities” (Redefined Recruitment Solutions, 2016). Rio de Janeiro, Brazil (Facts about Brazil, 2009)

DESIGN GLOBALLY FOR LOCAL EXECUTION

• Recruiting in Brazil involves designing key parameters, as well as thinking about any additional regional set backs or benefits that might influence the project.

• This will help provide a project agenda to meet the organization’s needs for adjustment and flexibility around our brand, technology and compliance.

• Accessible recruiting initiatives like, university recruiting, workforce planning, and employment branding will allow us to get the most exposure in our local market.

• With the local support of our recruit force in combination with a competitive incentives program and our global reputation our applicant pool will increase rapidly. This would allow us to choose the best candidates.

• This will also allow us to maintain the integrity of our brand globally, while continuing to strengthen relations and influence in Brazil.

SUMMARYAs we expand our company we need to follow our plan of action thoroughly. We have to emphasize the importance of our core values to move forward towards our common goals. We must remember that communication is key while building our foundation with our three phase approach. In order for us to excel in this new venture, we need to constantly adjust and refine our methods to better suite our plan of action. Keeping our eyes open and watching for any potential hazards or miscalculation in our plans. As well as, making sure we have no missed opportunities to solidify our success in Brazil. Recruiting the right people to represent us locally and globally is paramount. Having an aggressive recruiting strategy is essential in order for our brand to continue to grow it’s influence and revenue.

“”

RECRUITING IS HARD. IT'S JUST FINDING THE NEEDLES IN THE HAYSTACK. YOU CAN'T KNOW ENOUGH IN A ONE-HOUR INTERVIEW. SO, IN THE END, IT'S ULTIMATELY BASED ON YOUR GUT. HOW DO I FEEL ABOUT THIS PERSON? WHAT ARE THEY LIKE WHEN THEY'RE CHALLENGED? I ASK EVERYBODY THAT: "WHY ARE YOU HERE?" THE ANSWERS THEMSELVES ARE NOT WHAT YOU'RE LOOKING FOR. IT'S THE META-DATA.

-STEVE JOBS, 2009

REFERENCESFacts about Brazil. (2009). Rio de Janeiro, Brazil. [Image File]. Retrieved from: http://www.mipueblonatal.com/facts-about-brazil.html

Jobs, S. (2009). Steve Jobs on interviewing for “needles in the haystack. Retrieved from http://www.talenteffects.com/steve-jobs-on-interviewing-for-needles-in-the-haystack/

“Redefined Recruitment Solutions.” (2016). Recruitment Specialists for the Australian Manufacturing Sector. Retrieved from: http://www.refinedrecruitment.com.au/