Candidates for your construction company: in 7 days you can find what you need

candidato ideal para tu empresa constructora

The selection processes, thanks to technology, are no longer based on offering a position from the company and waiting to receive resumes, but the company itself can also dive into the Internet in search of the best candidates in any field. This is what is called being proactive in the company. At Crearte Consulting we are experts in Nethunting (looking for candidates proactively), and we find the best profiles for our clients, whatever the field or professional level they are. So that you can also optimally make this selection, we give you the keys to finding the ideal candidate for your construction company.

Tips to help you find the ideal candidate

There is no exact formula that will always allow us to find the best profile or ensure success in finding the best candidate. In our case, it is based on experience and professionalism, as well as a deep knowledge of social and professional networks and many hours of work. These tips can help you know where to start.

Defining the qualities you are looking for in a candidate

It is important, before starting the search, to be clear about what the business needs. Don’t let yourself be guided by possible profiles that may make you lose focus. Make sure you have experienced professionals with the best skills for the construction sector to ensure your business is ahead of the recruitment game. Having the input of the rest of the team members and the department or area they are joining will ensure you meet the company’s needs.

Skills in the field

Some aspects to take into account would be flexibility, adaptability to change of services or works, availability to travel, ability to learn, search for excellence and orientation to detail or the ability to manage the challenges set by the company. You should bear in mind the importance of trying to find out about other projects in which the candidate has participated to find out how he/she would develop his/her work. Agile technologies currently have a lot to contribute to construction and logistics services. Technology affects and benefits all sectors.

Interviews

Ideally, only people who could be strong candidates for the job you are offering should arrive at this point. Using social networks before this step to get to know certain profiles will make it easier for you to sift through them and make the interview process fruitful. This will ensure that neither the interviewer nor the interviewees waste time. It is also important to know what questions will be asked of the candidates and the purpose for which they will be asked.

Consult with your team

Once the interviews have been carried out, and the notes taken from each of them have been compiled, we recommend that you work together with your team again. With the results of the candidate discussion, your feedback, and what your employees can contribute, you can more easily refine which candidate will be the best fit for the vacancy.

candidato ideal para tu empresa constructora

Keys to the construction industry

Taking a closer look at the construction industry, we believe these keys could help you find the ideal candidate for your construction company.

  • Identify who can cope with the risks that exist within the construction world, and who is prepared to perform safely and healthily in the work environment.
  • Identify the right profile for the job, as not all profiles in this business have the same requirements. This should be taken into account during the selection process. Know who your direct competition is, there you have a good place to observe candidates.
  • Ability to integrate within a large team where all parts are connected. In other sectors, departments may work more independently, but in construction, each part influences more or less directly on all points, so having staff capable of working in the best way in this interaction is key. Look for cross-cutting profiles.

We hope these tips have helped you to get to know a new way of hiring talent. From Crearte Consulting we are at your disposal for any help you may need in terms of recruitment.

Give us seven days: and we give you the perfect candidate!

candidato perfecto en siete días

One of the issues inherent to the development of a company is the need to hire employees. As experts in Nethunting, at Crearte we understand that employees are one of the main assets of the company. That is to say, hiring someone is not something that should be done lightly. We can find you the perfect candidate in seven days.

But let’s rewind for a moment. If you are wondering right now what Nethunting is, let us explain that it is a type of talent search strategy using the Internet. You probably already know the modern saying “If you’re not on the Internet, you don’t exist”. The truth is that nowadays digital presence is as important for companies as it is for candidates who want to apply for the best positions.

We are experts in Nethunting

Technological advances mean that many companies offer jobs to very focused candidates so sometimes it is difficult to find them. Rushing to select a candidate can waste your company’s time and money. Therefore, outsourcing the candidate search to an expert search firm can be an excellent idea.

Nowadays, the Internet offers a wide variety of job portals, social networks and places where candidates and job offers can converge. In Crearte we have specialized in designing an effective Nethunting strategy that allows us to locate the ideal candidate for the position you offer.

It is a very agile strategy, based on a very specific methodology and tested after more than 20 years of experience, which allows us to meet deadlines as short as seven days to get in touch with the ideal candidate. We are pioneers in this personnel recruitment system in Spain. The fact that we have experienced the business from the client’s side in different positions, both technical and managerial, has made us empathetic to the needs of your company.

We have found in the digital world a possibility for research and constant learning so we are constantly improving our profile search tools. We dive into both employment portals, as well as RRSS and specific portals for each sector, so we can cover practically 95% of the market of potential candidates.

candidato perfecto en siete días

Is it possible to find the perfect candidate in 7 days?

The truth is that we enjoy our search work. In this sense, we work with results-based billing models, it is very important to us that our clients trust our professionalism. We want to be your recruitment partner for many years to come. The pillars of our strategy are defined in four steps:

  • Speed and agility: essential characteristics in the modern world. Once we have met with you and we know the characteristics and needs of the position you are offering, we start the research phase. This is focused on understanding the company’s culture, analyzing the position in the market and considering who would be the ideal profile. Once we have the keys we know that there is no time to lose and yes, seven days are enough if you dedicate them to work very focused on that profile in a proactive way and have the ability to reach more candidates than the competition helping us with social and professional networks and our online positioning. To all this, we must add the knowledge that our nethunters have of the profiles and sectors with which we work.
  • Quality: The next step is to write the offer so that it is attractive and stands out, attracting candidates who fit the position. Once ready, we publish it in the main job portals. From there, our proactive search process begins.
  • Innovation: Once the proactive search for the best candidates for the profile is done, we contact those who best fit the position, we make the first technical interview to assess that they are the ideal candidates. Our method is different but also 100% effective.
  • Professionalism: Once we introduce you to the main candidates, we do not ignore them, but we accompany you throughout the internal selection process.
  • Transparency: We like things to be clear, that’s why our system is based on transparency and honesty.

As experts in Nethunting, in Crearte we apply all our knowledge in the search for the perfect candidate for your business.

What makes us different? Trust, respect and commitment

¿Qué nos hace diferentes? Confianza, respeto y compromiso

Crearte Consulting is a different company. We are specialized in Nethunting, that is to say, in the search through the Internet for the ideal candidates for the positions you need to fill in your company. Our extensive experience in different job positions, both in technical and managerial positions, gives us a very clear vision of your needs as a client.

Nethunting company based on trust and respect.

We are passionate about the digital world, and that’s why all the Crearte Consulting staff is constantly training to find new tools that allow us to improve our search and recruitment of suitable profiles. We are the bridge between the position you need to fill and your ideal candidate.

To do this we use as resources both employment portals and the different social networks and specific portals for each sector. This makes it possible that, in a very short time, we can cover practically 95% of the market of potential candidates. Our job is to search to find the candidates that will improve the future of your company. Nowadays, companies that want to stand out do not hesitate to count on the best talent.

Finding highly qualified workers who fit like a glove for the position you need to fill is not easy. We know that we love challenges and that is why we have embarked on this Nethunting company. Trust is one of the keys to our business: we are involved in our work, and that’s why, as a client, we treat you on a one-to-one basis, so we become your partners. We need to understand exactly the nature of the company and especially of the position for which you are looking for a candidate, and we do this by talking to you, with empathy and professionalism.

We know that, if things are done right, it is always possible to find the perfect candidate. But to do so, you have to get seriously involved in the search. It is not about looking for many candidates, but about saving time and resources for the human resources department by looking for the people who best fit the position due to their training, experience, attitude, approach, etc. That is our goal, to get you the right candidate, ensuring quality rather than quantity.

¿Qué nos hace diferentes? Confianza, respeto y compromiso. Nethunting

We are committed to finding the candidate you need

In today’s fast-paced business world, we have implemented a very agile method of candidate search and selection. We understand that you need to fill that position now, so our commitment is to introduce you to the right candidates in just seven days. We start by meeting with the person or department that needs to find the candidate. We need to understand everything from the culture of the company to the functions and characteristics of the position to be filled, including the profile that the ideal candidate is expected to have.

Our analysis is first based on how we are going to offer that position in the market and its conditions, as well as the profile of potential candidates in the market. One of the issues we focus a lot on is knowing what kind of candidates we should approach through social networks and how we should present the offer to them. The important thing is to know how to speak the same language as our candidates, so they will identify more with us than with another similar offer since the market is currently very active.

At Crearte Consulting we invest a lot of time and money in being well-positioned in social networks. In addition to publishing the offer in the main job portals, we also undertake a proactive search among the profiles of our databases and social networks. Once we have located the right candidates, we start the selection process, linked to the process that our client needs to carry out.

In addition, we understand that our work as a Nethunting company does not end with the presentation of the candidates, so our commitment to the candidates is based on accompanying them during the internal selection process defined by the company, including support in the negotiation and closing with the candidate.

How to optimize your LinkedIn profile to be selected by Nethunters?

LinkedIn is one of the tools that we use as Nethunters in Crearte Consulting. Our job is to find talent through the digital world. We take care of being the bridge between companies and candidates, ensuring that we find the right person for each job.

Logically, LinkedIn is the professional social network par excellence, so it is obvious that it is one of the most used by talent hunters. But we cannot ignore the fact that it has more than 830 million users, so having a perfectly optimized profile will make your candidacy more visible and localized in the searches carried out by nethunters. Not only will it be easier for you to appear in searches, but also for us to understand what technical and management skills you have. An optimized profile opens the door for companies to look at you.

LinkedIn is an opportunity to get noticed by companies

LinkedIn makes it quite easy for you, but you need to take the time to fill in all the fields of your profile as completely as possible. Unlike what can happen in other social networks, on LinkedIn pseudonyms or nicknames do not make sense, you must use your real full name.

In addition, you should also put a real image of yourself in the personal profile, it is a way to be able to identify yourself. It should be a professional image, with a neutral or professional background, this is a way to enhance the credibility of your profile. It is recommended that it has dimensions of 400 x 400 px.

On the other hand, you must not forget to title your profile, this will help the Nethunters to find you, it can be about your profession, your speciality, etc. We advise you to do a study to find out what keywords you can use in this section so that you will be highlighted in the searches you are interested in. Do not hesitate to specify that, although you are active, you are interested in finding new job opportunities “open to work”. And, of course, make sure your profile is public.

¿Cómo optimizar tu perfil de LinkedIn para ser encontrado por los Nethunters?

Specify your experience and interests to help Nethunters.

Use the “about you” section to create a professional biography to help us get to know you better. Through attractive sentences and short paragraphs, you can specify your education, your skills, your experience and your professional goals. And do not hesitate to complete the information through multimedia elements, it is one of the most useful options provided by LinkedIn. You can create a video in which you talk directly about yourself or even with images of your work or projects. Be creative and professional.

Develop what you know how to do, what is not told is not known. You are your best brand.

You can also put your professional experience (resume) in the profile of this social network. By doing so, companies will be able to ask for recommendations or meet other colleagues you have worked with.

The achievements and interests section allows you to incorporate the achievements you have acquired in your career. You can also talk about your interests and concerns.

Another option offered by the LinkedIn universe to its users is to receive and write recommendations for other users. It is important to know that one of the features of this social network is to create interconnection ecosystems so that when someone writes you a recommendation, or you do it, you will be linked.

Finally, remember that in the activity section, you can see a summary of all the actions you have performed on LinkedIn.

As you can see, the process of optimizing your profile is not complicated, but it is important so that as Nethunters from Crearte Consulting we can find you more easily in specific searches and value your professional profile much better. Finally, do not forget to indicate your contact details.

We tell you how we manage to cover 95% of the market with potential candidates

cómo conseguimos cubrir el 95% del mercado con potenciales candidatos

In Crearte Consulting we are Nethunters, that is, experts in searching and selecting potential candidates through our powerful ATS, social networks, professional networks and job portals, both nationally and internationally. We understand that we are in an era in which competition among companies is very high, and the best way to differentiate ourselves is to work with the best talent. But the talent search is also an investment in which it is important to minimize risks.

We have an agile, professional and effective method of Nethunting.

Companies fight to get the best profiles to become part of their staff. Acquiring talent is one of the guarantees of success for any organization. Passive methods, which involve waiting for candidates to send their CVs, are outdated; today it is necessary to go on the hunt for talent and be proactive.

We have a very agile search work model that allows the selection of candidates in just 7 days: it is our Crearte Method. We achieve this by focusing on the objective and being very rigorous, both when it comes to understanding what characteristics we are looking for in the candidate and the functions they are expected to perform. We also take into account that their profile fits with the company’s philosophy.

When a company contacts us to find the ideal candidate, these are the steps we follow:

  1. The first thing we do is talk to the HR manager and the person in charge of the area requesting the candidate. We need to understand the internal selection process and the functions to be developed. But we also need to be clear about the culture of the company.
  2. The next step is to make an analysis of that position in the market, we need to know what is on offer and how to approach it in the best way, being honest and accurate.
  3. Finally, we analyze the profile of potential candidates.

Once we have carried out the complete study, the key moment comes to locate the best candidates for the profile we want to cover, whether these professionals are in active search or not. Doing it in the most complete, precise and attractive way possible is essential to attract the attention of the right candidates. It is about attracting profiles that fit 100% with the ideal candidate that the company demands.

conseguimos cubrir el 95% del mercado con potenciales candidatos

We help you in every step of the candidate selection process.

Crearte’s professionals have experience in technical, managerial and executive positions, which allows us to better understand the client’s needs. In addition, we have specific tools and we continuously study new ways of searching and recruiting profiles. Before presenting candidates to you, we conduct interviews by videoconference, depending on the circumstances. We also carry out tests, technical tests… whatever the client needs to carry out the selection process correctly.

We always prefer to present a few candidates that fit with what the company is looking for than many that do not fit the position.

In addition, our role goes much further. We get involved in the internal selection process, including telephone or face-to-face interviews and technical tests. And we participate as support in the process of negotiating and closing the deal with the candidate. If you are looking for talent for your company, in Crearte Consulting we are experts in Nethunting and we guarantee results.

Sources of candidate recruitment

Fuentes de reclutamiento de candidatos

As a professional team expert in Nethunting, in Crearte Consulting we have a wide range of candidate recruitment sources. The search for the best professionals to fill our clients’ vacancies is always our priority.

Many companies demand highly specialized workers with the necessary skills, training and experience to become an asset to the company. At the same time, these workers have to understand the proposal and philosophy of the organization they are going to be part of.

Outsourcing the talent search process is a good alternative to broaden the search range and save both time and money. There are several sources of recruitment to get the best talent. We detail them for you!

In-house sources

  • Internal recruitment sources: Sometimes it is possible to find talent within the company itself, as employees are familiar with the company’s culture. The Human Resources department can analyze who might be the best fit for the vacant position. But you can also resort to other formulas such as searching the company’s candidate pool or having a referral program, which involves listening to the recommendations of the employees themselves. Sometimes there is no one better than them to understand who is the best person for the vacant position. Internal promotion is another option.
  • External recruitment sources: By turning to external recruitment sources, we greatly expand the search field. Among other implications, it is possible to obtain a candidate that comes with a new vision that can benefit the company. Among the main sources to take into account are:
    • Your employment page. Nowadays, practically all companies have a section on their website called “Work with us” or similar. This is an ideal source for finding candidates who share your company’s philosophy since those who leave their résumé in this section not only know the company, but also its values and purpose.
    • Social networks and company blog. Social networks are a perfect tool, not only to communicate with your potential audience but also with your potential candidates. Therefore, they are a space in which to explain well the characteristics of the position to be filled and the skills, training, etc. that the ideal applicant should have.
Fuentes de reclutamiento de candidatos

Sources of recruitment from other sources

  • Employment exchanges. Sometimes you are looking for a young candidate, with the ability to learn and adapt. In this sense, the job boards of universities or private schools become optimal sources of recruitment.
  • Job portals. They are perhaps the broadest and most diverse resource in the talent search. There are generalist portals or others specific to different sectors or positions. Among them, we find:
    • LinkedIn. This social network oriented to the world of work is one of the most appropriate sources to put professionals in contact with companies.
    • Infojobs. This is a Spanish employment platform that has been operating since 1988.
    • Primerempleo. As its name suggests, this platform is perfect for finding candidates with little experience.
    • Experteer. This is an employment service for the search of highly qualified candidates for managerial and similar positions.
    • Ticjob. It is an employment portal oriented to new technologies.
    • Luxe Talent. Is an international talent and training consultancy specialized in Corporate & Retail for fashion and luxury brands since 2009?

As specialists in Nethunting, in Crearte we have designed a talent search method that is constantly evolving, adapting to advances in technology and new sources. This allows us to find your ideal candidate in just 7 days, contact us and we will find the talent you need!

How to prepare for a video interview

As experts in Nethunting, at Crearte Consulting we take advantage of the best of all digital tools. Video interviews are an ideal way to have a first-person approach with job candidates before meeting them in person.

The importance of a video interview

A video interview is a job interview conducted via video conference. This allows recruiters and recruiters to see and/or hear potential candidates before meeting in person.

It is important to prepare for a video interview the same way you would for an in-person job interview. Be sure to do your research on the company and the position you are applying for, and try to get an idea of the questions you may be asked.

It’s always good to practice, either with a friend or family member or even by video-conferencing questions to yourself. This will help you become familiar with the process and reduce nervousness.

Video interviewing is an important tool for recruiters and recruiters, as it allows you to get to know candidates better before meeting with them in person. Video interviews are also useful for candidates, saving them time and money that would otherwise be spent travelling for an in-person interview.

While video interviews are becoming more common, especially in the wake of the Covid-19 pandemic that highlighted the importance of telecommuting, they can still be a nerve-wracking experience for many candidates. Preparing for a video interview shouldn’t be much different than preparing for an in-person job interview. Be sure to research the company, its values and services, and the position for which you are applying, and get an idea of the questions you may be asked.

prepararse para una videoentrevista

Types of questions you may be asked in a video interview

Each video interview will indeed be unique, but it is also true that some questions are common in most of them. We can divide them by topic:

  • Opening questions. These are intended to help overcome initial reluctance. They can be considered as introductory questions, such as “Tell us about yourself” or “Why are you interested in applying for the vacancy we are offering”. They are an opportunity to explain your background and experience and why you think you are an ideal candidate for the position.
  • Questions about your personality are also common. These try to analyze whether you fit in with the company’s values. You may be asked about your hobbies, your passions and your preferences when it comes to working (e.g. alone or in a team).
  • Your motivation for taking the job may also be the subject of different questions. These can take the form of “What are your career goals for the future?”.
  • Of course, your skills are an important thing that will come out in the interview. You may be asked for examples of real situations in which you overcame a challenge, or how you present your ideas.
  • There is also a group of questions that could be classified as unexpected. It is about assessing how you react.

After searching for candidates and before proposing them to the companies that have hired us, one of the last steps we take in our Nethunting process at Crearte Consulting is to conduct a video interview to ensure that we present the right candidates.

Digital tools for personnel selection

Herramientas digitales para la selección de personal

Nethunting is positioned as the ideal help to find the perfect candidate. From Crearte, we explain how this, hand in hand with digital tools for recruitment, can help you identify the best candidates for your vacancy.

 How does Nethunting work?

Recruitment is a difficult process that requires a lot of time and effort. To facilitate this task, Nethunting has become a very useful digital tool for recruiters.

This technique consists of searching for job candidates through social networks and the Internet. Virtually any serious professional who is open to new job opportunities has a profile on social networks. Nethunting allows recruiters to find the right candidates for the job and save time and effort in personnel selection.

Technological advances have created new digital tools for personnel selection, of which, without a doubt, it takes advantage. It allows companies to search and select candidates with greater accuracy and speed, improving recruitment efficiency. It is a great help for those organizations seeking new talent for their work teams, relying on social networks, Big Data and even Artificial Intelligence (AI).

At Crearte we have implemented a talent search method that is in a continuous process of improvement. This allows us to evolve, offer an increasingly effective service and find the perfect candidate to fill each job vacancy in the shortest possible time. As passionate about the digital world, we are continuously researching new tools and ways of searching and attracting profiles, and we use all those that give us good results.

Herramientas digitales para la selección de personal

At Crearte we are experts in talent search.

Our system provides us with a series of benefits, such as the possibility of finding candidates from all over the world and a better understanding of their professional profiles.

LinkedIn is undoubtedly the professional social network par excellence, companies use it to publish their job offers and also to enhance their brand image. But to select the ideal candidates among the more than 690 million users of the platform worldwide, you can use other types of solutions that allow you to greatly refine your searches such as:

  • LinkedIn Recruiter is a tool that allows you to filter searches, access the complete profile of candidates and even contact them.
  • Pipeline Builder, is another tool integrated into the network that allows us to create lists of candidates.

And as there is also life beyond LinkedIn, there are other tools that allow us to expand searches to other social networks such as:

  • Followerwonk is a search engine that allows us to locate potential candidates on Twitter.

It is also important to have tools that allow you to schedule online meetings. And others to conduct job interviews with different candidates.

In conclusion, Nethunting is a useful tool for candidate selection. It can help you find the perfect candidate through digital tools, being able to identify the best candidates for the position to be filled. In Crearte we are specialists in acting as a bridge between companies and ideal candidates, so we help to create an ideal synergy. In seven days we find the candidate you need, always after an exhaustive and professional search by our team of expert nethunters.

Guide to making the perfect CV

Nethunting is Crearte Consulting’s speciality. We are a bridge between companies and their ideal candidates. We see many CVs every day, so we want to give you some tips as a guide to making a perfect CV that stands out. Although nowadays the value of social networks is undeniable to apply for a job, it is also important to have a CV that reflects your professional background in the best possible way. We give you the guidelines to make a perfect CV.

The first visual impact of your CV can be decisive.

You must be clear that the form you give to your CV is just as important as the content. Evaluators usually have little time to dedicate to each CV, so the first visual impact is decisive and must be positive. To achieve this, your CV should be clear and easy to read. You should choose easily legible fonts, such as Arial or Verdana, and use at most two colours. The photograph also says a lot about you, so take the time to choose it.

Start by including your contact information at the top of your CV. Include your name, slightly personalised or highlighted. Also, your email address, phone number, and your LinkedIn address and personal website if you have one. Other details such as your address, ID or marital status are not relevant and do not need to be included.

Next, you can add a brief introduction that summarises your professional experience and skills. This section should be concise and is the perfect opportunity to grab the reader’s attention.

Next, add a work experience section. Include each job you have held in reverse chronological order, starting with the most recent, unless you are interested in highlighting one because of its relevance to the position. For each job, include the name of the company, the job title, the date you worked there and a brief description of your responsibilities and achievements. In this section, you can play around with different typographical devices, such as highlighting some words in bold or including some in capital letters.

Guía para hacer un currículum perfecto

Conciseness, clarity and sincerity

You should try to be very clear and concise when providing all the information, so take time to choose the right words. Sincerity is also important, so avoid bloating your CV and avoid superfluous information.

Next, add an education section. Include any degrees or certificates you have obtained, along with the name of the institution and the date you obtained them. If you have taken any courses or training that relate to the job, it is also worth including these.

You can then include any special skills or knowledge you have, such as computer skills or knowledge of a foreign language. English is an essential language for many jobs these days, and some companies will require you to present your CV directly in English.

Dedicate a small section to talk about your professional goals and values, making sure they are aligned with those of the company. Finally, add any other relevant information, such as professional awards or achievements, publications or membership in professional organisations.

Some additional tips for creating a perfect CV:

Be sure to carefully proofread your CV for spelling or grammatical errors before submitting it. It’s a good idea to have someone else review it to get an unbiased opinion.
Make sure your CV is easy to read and navigate. Use titles and headings to divide information into clear sections.
Customise your CV for each job you apply for. And include the most relevant skills and experience for each particular position.
As experts in Nethunting, at Crearte Consulting we analyse candidates’ CVs in detail before putting them in contact with companies.

The art of getting to know candidates beyond their CVs

At Crearte Consulting we define ourselves as passionate about Nethunting. We are experts in personnel recruitment through the Internet. Social networks, professional networks and job portals are ideal tools to put companies in contact with the candidates that best fit them. But to get to know the candidates and find the ideal one, you have to go much further than just analysing their CVs.

Your ideal candidate is on the Internet, we find him/her

In the digital age, it is becoming increasingly common for companies to search for candidates online. This is known as Nethunting or online talent hunting. It is a technique that consists of finding and attracting professionals through the use of digital tools.

But Nethunting goes beyond simply finding a candidate with a suitable profile. It is about getting to know the person beyond their CV. In other words, it allows us to get to know the skills, interests and professional objectives of a candidate more deeply and completely.

Nowadays, practically all companies use social networks to find out about their potential candidates. As a consultancy, we have created a method that meets two of today’s essential conditions: it is fast and effective.

To carry out effective Nethunting, it is important to use a wide variety of tools and techniques. Some of them can be:

  • Reviewing the candidate’s social media presence: their LinkedIn profile, their activity on Twitter, Pinterest, Facebook, etc. This can give us an idea of their interests and how they relate to other professionals in their sector.
  • Check the candidate’s blogs or online publications: if the applicant has a blog or has published in any digital media, we can learn more about their opinions and knowledge in their field of expertise.
  • Do a Google search: sometimes a simple Google search can yield interesting results about the candidate, such as conferences they have attended or projects they have been involved in.
  • Use online assessment tools: some platforms offer skills and competency assessments to get to know a candidate better
conocer a los candidatos

Nethunting, a methodology adapted to today’s needs

Nethunting can also be described as a very useful technique to get to know candidates more deeply and find the perfect professional for a company. In addition, it saves time and resources in the search for candidates, as it can be done quickly and efficiently via the Internet. In addition to their qualifications, the candidate’s interests, personalities and tastes can also be relevant for some positions.

On the other hand, it is interesting to note that just as the company is looking for certain characteristics in the person who is going to fill the vacancy, it must also make the applicant feel attracted to it.

It is important to bear in mind that Nethunting is helped by face-to-face interviews or interviews via videoconference. We can still conduct face-to-face interviews to get to know the candidates better and make sure they fit the company culture.

Nowadays, social networks tell us a lot about people’s interests and way of life. That is why it is important to be careful about what you post, share and comment on the internet. Publications made on any social network can contribute to a good or bad image of yourself.

At Crearte Consulting we like challenges, that’s why we are committed to finding the right candidate for the position you need to fill in just seven days.