11 of March, 2025

Do you want to hire talent that can adapt to the different profiles and situations of your company? What type of techniques for recruiting human resources specialists are most commonly used?

Staff selection is a key task, as the success of your company largely depends on it, especially when it’s for a specialist in the sector.

What to consider when recruiting specialists

The functions of HR personnel recruiters are not limited to hiring a worker to fill a job position.

They are specialized individuals whose responsibility is to analyze the actual needs of the company, all to find qualified and compatible candidates to fill the vacancy successfully.

Using technological techniques, the broad role of HR includes:

Identifying and selecting the best job applications for each vacancy, setting criteria for qualification, experience, and skills of the applicant.
Coordinating and managing the entire selection and recruitment process and serving as a link between hiring managers and candidates, to explain or resolve doubts about available vacancies.
Searching and contacting certain profiles via telephone, email, social networks, or networking groups for an initial selection.
Creating and governing a complete and updated database to measure results and keep track of the hired specialist.

Techniques for recruiting HR specialists: the traditional route

Companies have always tried to recruit personnel selection specialists on their own by requesting resumes from unions, associations of specialized professionals, or universities.

They also ask for suggestions from their own employees, release offers in newspapers or other media, and through internal recruitment from the organization itself.

First, they gather as many CVs as possible, considering the needs of the job vacancy.

Job interview

But ultimately, the traditional selection interview can be oriented in different ways.

It can be structured or unstructured, directed or non-directed, sequential, under pressure, with one interviewer or several interviewers.

In this face-to-face interview process, good information is obtained about the candidate’s qualifications, behaviors, and verbal or non-verbal communication.

However, different studies reveal that this traditional format, based on questions and answers, is not so effective and requires a lot of time.

New techniques for recruiting human resources specialists

Thanks to technological advances, companies are considering other more innovative modalities like techniques for recruiting specialists and finding talent.

1. Chatbots and recruibots

These are computer programs capable of having conversations via keyboard or voice, interacting with the candidate.

They are being utilized more frequently, although your company will need to have powerful software.

They allow for an initial screening, performing exhaustive searches of resumes by only entering key words. These keywords are previously set by the company.

With these systems, HR departments streamline processes, as they filter quality data.

2. Gamification

This is one of the innovative techniques for recruiting specialists. It involves applying a technique similar to video games to reveal candidate skills or abilities, and their capacity to work in a team.

Through the use of this methodology, it becomes clearer for the recruiter to identify the talent of each participant. Therefore, it is easier to select the one that best fits the requirements of the position to be filled.

3. Online networking

The creation of virtual events on specific topics or situations is trending. With them, your company can become acquainted with all the candidates attending in a short period of time – who they are, their skills, and if they are currently employed.

With these peculiar techniques for recruiting specialists, you can compare a wide variety of profiles simultaneously, and select potential future employees.

4. Assessment center

This technique is made up of a series of tests:

Competency interviews.
Business cases.
Group dynamics.
Grammatical and mathematical problem-solving tests.

Unlike what has been happening until now, currently these are carried out through apps, escape rooms, or virtual reality.

This way, your company can understand the dynamics and group behavior of each candidate, as well as their aptitudes towards conviction and leadership.

5. Video interviews or online interviews

This technique, although not as innovative as it once was, allows the recruiter to meet the candidate in real time, evaluate the interaction between the candidate and the recruiter, and see how the candidate handles the stressful conditions of the interview.

A popular variant consists of a pre-recorded video where the candidate answers several questions.

The questions have been formulated by the company beforehand, showing who the potential candidate really is.

However, in this scenario, the interviewee can prepare the answers in advance. That’s why it’s used mostly as a complement to check the candidate’s personal and psychological coherence.

6. Neurotechnology

This method relies on using an electroencephalogram to detect the emotions a candidate experiences when they are spoken to or asked about the company.

This way, you can select the candidate who shows the most enthusiasm for the position.

However, it’s important to consider that some ideal candidates may be ruled out. They might feel nervous and fail to genuinely express their enthusiasm for the company.

7. Big Data

Big Data offers significant benefits by allowing data analysis that is free from personal and subjective impressions about the candidate.

It contributes to the development of more analytical and strategic selection processes, helping you make the most well-founded decision aligned with the company’s needs.

8. Social Recruiting

Other social recruiting techniques on social media platforms like Twitter, LinkedIn, and Facebook provide search tools to identify specific profiles.

What are the best techniques for recruiting specialists?

It’s clear that there are many personnel selection techniques. The best one will be the one that aligns with your company’s philosophy, the results you want to achieve, and the resources available.

When structuring a recruitment and talent acquisition process, the ideal approach is to combine multiple techniques to recruit specialists, selecting the most suitable ones for each stage of the process.

But how can you document and analyze all these inputs more analytically? Having HR software that enables agile and efficient management of this information will be key.

The Sesame HR suite includes People Analytics, a powerful human resources tool. PA helps store data, measure trends, and channel information more clearly and visually.

Why are techniques for recruiting specialists important?

Using efficient recruitment strategies is crucial in the personnel selection process.

Beyond the new applied techniques, these serve as flexible systems that allow you to select the best specialist candidate with the greatest potential for the company.

So, why are recruitment techniques important?

They save time

Sometimes, hiring personnel for a specialized position is urgent.

New artificial intelligence techniques facilitate talent management, significantly reducing the time needed to find the ideal candidate and fill the vacancy as soon as possible.

They save resources

New techniques make it possible to recruit the right worker for a specific position with particular functions, without requiring a large investment and while streamlining the process.

Internal recruitment motivates employees, eliminates the need for an adaptation process, and avoids training expenses.

Bad hires are one of the leading causes of high costs for organizations.

They showcase the candidate’s qualities

A resume describes many of a candidate’s qualifications and skills.

Additionally, modern recruitment techniques are highly useful as they can be combined to more precisely determine the best candidate for a specific position.

They deliver better results

New HR technology solutions are designed to make the candidate selection process faster and more reliable.

These solutions help manage data, organize all information, and even automate all the tasks in the selection process.

In other words, they enable the automation of the entire internal or external recruitment and selection process.

Easy management

Personnel selection systems can be integrated into your company’s IT infrastructure so that HR specialists can manage them internally.

Alternatively, external recruitment and selection services can be managed through specialized platforms, tailored to the needs of each vacancy.

They reduce turnover

New applications and tools measure various parameters, such as candidates’ knowledge and skill levels.

This allows you to identify the right profiles for hard-to-fill positions that require specialized knowledge or advanced skills.

Such comparative measurements help ensure that potential employees are a good fit for the company’s policies and culture.

Techniques for recruiting specialists: final considerations

The key requirements for being a good recruiter include mastering social media and job website search techniques. But also:

Strong communication skills
Patience
Understanding and empathy
Ability to work well in a team
Effective coordination and management of a large number of applications
A strong ability to analyze both verbal and non-verbal communication

What other techniques do you use to recruit specialists in your company? Have you had experience with any of the ones mentioned?

We’d love to hear real-life cases!

This moment of transition between traditional and new HR recruitment techniques is fascinating. Keep following our HR software blog, where we cover all the latest trends and innovations in personnel selection for professionals and business owners.

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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cristinamartin

HR Content Specialist

Techniques for recruiting human resources specialists