Welcome to Nethunting blog for candidates and companies

Somos la empresa de Nethunting de referencia en España - Crearte Consulting

Crearte Consulting is Nethunting. It is the ideal place to find your perfect candidate or to look for a job that will change your life. We are Nethunters, meaning we are experts in searching and selecting professionals from different fields on the most innovative and up-to-date platforms, such as social networks, professional networks and job portals. In addition, we search for opportunities and professionals within the national and international territories in priority databases with exclusive access.

We have experience in different companies and sectors, which we have built up over the more than twenty-five years that we have been present in the labour market. This gives us the necessary knowledge to know where to find each candidate, which is the most suitable platform on which to publish your job offers, and which candidature is optimal for your company.

With a professionally designed and intuitive website, we want to be a point of contact between your business and candidates interested in your position. On our website, crearteconsulting.com, you can find detailed information about how our method works, and how we organise ourselves.

You will be able to discover what our deadlines are, what we focus our efforts on and how we manage to find the best candidates from the wide range of candidates available on the market. And what it means is that we offer you the most suitable candidate in just seven days, working 100% online.

We work online and with a technology-based process.

Seven days in which, from minute one, we bring the wisdom of our team to the table and start filtering. Online search, social media tracking, checking each of the available employment networks… We pull out all the stops and combine our efforts to offer you, candidates, in a fast, agile and effective way, using technological tools. We prioritise the quality of our processes over quantity.

Our new website is a space that we put at your disposal so that you can tell us what your company needs, and that we also want to use as a tool to be closer to your business. We are Nethunters because we are committed to your recruitment processes, we know the importance of talent, and we want to help you achieve your goals.

Together with the new website, we work to provide you with quality information on the field of Nethunting. In our blog, you will find articles every week about the Crearte method, selection processes, news in the field, tips and tricks, and information about everything related to this sector. We would also like to take this opportunity to introduce you to our different social channels so that you will always have our services at your fingertips. Do not hesitate to contact us through them so that we can work together.

LinkedIn | Instagram | Facebook

In addition, LinkedIn is one of the platforms we use to give voice to the offers you send us so that more users can find them. This is where, in case you are a candidate, you can find updated offers to help you in your job search.

We would like to remind you that, on our web page, you have a contact form where you can send us any doubt you may have or get more information about all our Nethunting services. We are waiting for you!

What is Nethunting and how do we put it into practice?

Crearte Consulting, especialista en Nethunting, te cuenta lo qué es

Perhaps the word Nethunting is unfamiliar to you if you are not familiar with the world of recruitment and human resources. In today’s world, where you can not only work online, but you can do it from anywhere, this term has become very relevant. Today we will explain what Nethunting is and how we put it into practice at Crearte Consulting.

Nethunting, what is it?

Nethunting is a concept that arises from the mixture of two English words, Network (networking) and Headhunting (headhunting). It is a new form of network recruitment, in which the company goes one step further. It is not just a matter of candidates sending their CVs to the company, or of the company waiting for applications to arrive, but a proactive process in which the best professionals in the sector are tracked down.

It is an online selection of personnel, searching through the main social and employment networks for the best candidates for the position in question. It is a way of attracting talent to the company by searching for specific profiles that are more difficult to find through other recruitment methods. This method also allows Nethunters to see beyond the CV. By interacting with the person’s social networks, they can get to know much more about them. Details such as the way they express themselves or interact with other users give clues as to what kind of person they are and what they could offer your company.

How is Nethunting put into practice?

Generally, to use Nethunting you need to be an expert, as it includes technology and social media management to find what you need. This also helps companies that are looking for personnel for very specific and innovative positions, which can be difficult to find qualified candidates through more traditional means. Here are some of the key steps that we put into practice and that should be taken when getting into Nethunting.

  • Generally, to use Nethunting you need to be an expert, as it includes technology and social media management to find what you need. This also helps companies that are looking for personnel for very specific and innovative positions, which can be difficult to find qualified candidates through more traditional means. Here are some of the key steps that we put into practice and that should be taken when getting into Nethunting.
  • Search. This is the pure search phase. In this case, Nethunters focus mainly on the search for personnel through social networks. One of the most recurrent is LinkedIn, which is very active and where you can find candidates of all kinds.
  • Continuous interaction. Once you have found potential candidates that match what you are looking for, it is then time to contact them. Having the initiative to start the conversation allows you to have first contact with that person and to get to know other aspects that may be useful in the process.
  • Presentation of candidates and closing the process. At this point, when we already know which candidates may be more interesting, it is time to present them to the client, who will be in charge of finalising the process by choosing the one that best suits them. Here, Crearte Consulting accompanies the candidates until the end of the process, including the negotiation between the candidate and the company.

The advantages of having specialists in Nethunting in the personnel selection process allow you to find specialised talent adapted to the needs of your company. This reduces the final number of candidates to interview, allowing you to save resources and time. We hope this post will help you to clear all your doubts about Nethunting and encourage you to incorporate it into your business activity. The Nethunters of Create Consulting are at your disposal to do it with you.

Digitisation of recruitment processes is the way forward

bienvenido a la digitalización de los procesos de selección

When we talk about digitalisation in companies, we do so in all areas, covering the different departments of the company. This includes human resources, which clearly and directly affects recruitment. The optimisation and improvement of personnel selection processes are very important when it comes to attracting the best and most suitable talent for our business, thus ensuring the recruitment of suitable candidates. At Crearte Consulting we are experts in Nethunting, digital selection processes based on technology and that is why we want to explain to you how to carry out selection processes digitally.

How are recruitment processes digitised?

The digitisation of recruitment processes means that the recruitment of new employees can be carried out in a more agile and concise way. This makes companies more competitive by attracting talent quickly and easily adapting to market changes by bringing in new staff when necessary.

This digitisation translates into the conversion of the old way of offering jobs, such as through newspaper advertisements or paper CV management, to the use of digital platforms, social networks or CV management software (ATS). This new form of recruitment is known as e-Recruitment. This makes online results up to 10 times more effective than the traditional way of finding candidates.

The percentage of both companies and potential employees using online methods to search for a job or offer a position is very high. It is almost 100%. In this respect, social networks are increasingly positioning themselves as one of the preferred ways to search for jobs and talent.

Discover the Crearte method!

Betting on the new services offered by the Internet when looking for new employees not only makes the process more agile and faster but also more accurate. Through social networks, we have an open world of possibilities. In one way or another, it allows us to get to know the person better than in any personal interview and to find out a little more about all the characteristics that may not be included in their CV but which could be interesting for the position.

Así es la digitalización de los procesos de selección en Crearte Consulting

What does the digitisation of this process bring?

At Crearte Consulting we firmly believe that the digitisation of recruitment processes is full of benefits. Here are some of its strong points:

  • Refining the search. If we are guided by the traditional or reactive way, waiting for the candidates to send us their CVs, we see a reduced range of possibilities that could be open to us through the Internet. It is no longer the company that has to wait to receive candidates, but through the digitalisation of this process, we can go “on the hunt” for the best candidate. We have to be proactive.
  • Analyse the skills and abilities of our candidates. Using digital portals and social media, we can easily obtain several examples of the work that our future employees have done in the past. This allows us to analyse certain data, such as their language skills, or how they work with a certain programme.
  • Flexibility and time-saving. This section is beneficial, not only for those responsible for the recruitment process but also for the candidates. Neither HR managers will waste time with profiles that do not fit what they are looking for, nor candidates will be “cheated” or feel that this has been a “waste of time”.

We hope these tips have helped you to understand how recruitment processes are digitised and the benefits that this system can bring to your business. From Crearte Consulting we are at your disposal if you need a digitised selection process that provides you with the desired talent for any of your projects.

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.

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!

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.

Qualities to consider in any candidate

As experts in Nethunting, at Crearte Consulting we specialise in being the bridge between companies and potential candidates. Our job is to find the ideal candidate for each position. To do this, we start from certain premises, with our method that helps us to provide a fully effective service. To begin with, we take into account some key points such as the dedication and philosophy of the company, the characteristics of the position to be filled and the duties

Qualities that companies look for in any candidate

As professionals in the search for suitable candidates, we are very clear that each position to be filled in a company requires that the person who fills it has particular knowledge, experience and qualities.

We look for a person who is the perfect fit for the position offered. However, several qualities are common and highly valued in all types of candidates.

These are also usually a criterion when choosing one candidate over another and, beyond the CV, they are usually appreciated in personal interviews and direct contact. Among others we can highlight:

Attitude and motivation

A positive attitude and strong motivation are essential for success in any job. A candidate who is enthusiastic about the job and has a proactive attitude is more likely to perform well.

Commitment

Most companies appreciate it when their employees are committed to the goals and needs of the company. A committed person will generally strive to do his or her best.

Communication

The ability to communicate clearly and effectively is essential in any job. A candidate who can express him/herself coherently and persuasively will be more successful in his/her position, as he/she will be better understood by superiors, colleagues and clients.

Teamwork

Many jobs require the ability to work in a team and collaborate with others. A candidate who can work effectively in a team will be a valuable addition to any company.

cualidades en cualquier candidato

Other qualities to value in any candidate

  • Adaptability: the ability to adapt to change and new situations is essential in today’s world of work. A candidate who can quickly familiarise themselves with new situations and responsibilities will be more successful in their position.
  • Problem-solving: the ability to solve problems effectively is essential in any job. A candidate who can analyse problems and find creative solutions will be a considerable asset to any company. In this respect, the ability to work under pressure, as there are often deadlines to meet or unforeseen events to deal with, can also be seen as a very positive asset.
  • Positive attitude and proactivity: these two qualities often go hand in hand. Positive people not only create a better working environment, but they are also more entrepreneurial and more likely to come up with good ideas.
  • Leadership: Although not all jobs require leadership, the ability to lead and motivate others is a valuable quality. An effective leader can guide and motivate his or her team to achieve common goals.
  • Empathy and emotional intelligence: putting yourself in someone else’s shoes helps you understand them better. Together with emotional intelligence, empathy is a perfect tool to create a pleasant and positive working environment in which the team feels at ease and stimulated.

As experts in Nethunting, at Crearte we not only find the best candidate for the vacancy you want to fill but also the one who will bring the most value to your company. This list of qualities in any candidate that companies are looking for can help you to know how to exploit your virtues and competencies in the selection process.

Advantages of online recruitment processes

As technology advances, so do personnel selection processes. At Crearte we are experts in Nethunting, which means that we use all the means available on the internet to find the ideal candidate for your company.

Online recruitment processes are an increasingly popular tool for recruiting personnel, and, as we will see below, they offer a series of significant advantages over traditional processes.

The Nethuntig and the online recruitment process

One of the main advantages of online recruitment processes is the ability to reach a much wider audience. Through social media, job websites, apps, etc., companies can reach a large number of potential candidates. On the other hand, online recruitment processes allow candidates to apply for jobs from anywhere in the world, which means that companies have access to a much wider and more diverse candidate base.

Another important advantage of online recruitment processes is the ability to automate certain recruitment tasks. For example, by using automated recruitment software, companies can save time in performing certain tasks such as reading CVs, taking tests or scoring answers. This means that a large number of applications can be reviewed in a much shorter time, allowing the best candidates to be identified more efficiently.

Online selection processes also offer greater transparency and objectivity in the selection of candidates. By using standardised tests and automated questionnaires, companies can evaluate candidates objectively and fairly. This helps ensure that the best candidates are selected, regardless of their background or previous experience.

A method that allows us to find the ideal candidates

At Crearte Consulting we are committed to Nethunting as a candidate selection process because we achieve:

  • Greater reach: Online selection processes allow companies to reach a much wider audience of candidates, both nationally and internationally.
  • Increased efficiency: The automation of selection tasks through the use of automated selection software allows a large number of applications to be verified in a much shorter time, which helps to identify the best candidates more efficiently.
  • Cost savings: Online recruitment processes allow companies to save significant costs compared to traditional processes, as there is no need to print and send CVs, or pay for printed advertisements.
  • Transparency and objectivity: Online recruitment processes allow candidates to be assessed objectively and fairly, which helps to ensure that the best candidates are selected regardless of more personal characteristics.
  • Speed: Online recruitment processes allow the best candidates to be selected and recruited much more quickly compared to traditional processes.
  • Some studies suggest that online selection processes can generate less bias and improve diversity in recruitment, as tools and techniques can be used to evaluate candidates more impartially.

However, at Crearte, as specialists in Nethunting, we are committed to a more complete selection method that involves conducting interviews, first online and then face-to-face between candidates and recruiters. The Crearte method!