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.

Do you have an IT company? Find out how to benefit from Nethunting

HR departments have historically turned to the figure of the Headhunter to find profiles that are difficult to find. This figure has changed in recent years and is now known as Nethunters, who are responsible for finding the best candidates through social and professional networks. Today we want to tell you how to benefit from Nethunting if you have an IT company.

Benefits of Nethunting

This modality of searching for the best candidates maintains the bases of Headhunting, although it increases its search support on the Internet, simple and within everyone’s reach. This and the social networks mean that you can get the profiles that you and your business need at the right time through companies that are experts in Nethunting. Some of its benefits are the following:

  • Access to candidates who are not looking for a job: One of the problems faced by HR departments is that IT candidates do not need to actively apply for jobs, so you need to reach out to them proactively. This requires access to social media and good social media positioning, knowing what we are talking about and working proactively on profiles.
  • Time invested in each profile: HR departments have many profile search needs in addition to their daily work, so sometimes they need a technological selection partner that gives them access to candidates with the IT profiles they need. This means that the time in which they can access good profiles is shorter than if they only had their internal tools. We want to be your partner and help you as an external recruiter.
cómo beneficiarte del Nethunting si tienes una empresa de IT

How to use Nethunting for my IT company?

IT companies are associated with adjectives such as competitiveness and efficiency. That is why they need good profiles both technically, managerially and in terms of understanding the business.

It is precisely the service of a Nethunter that makes the search for technical and professional profiles in the digital age possible. The Internet is emerging as the best place to find professionals in this field.

In the case of IT professionals, they are usually passionate about their profession. Therefore, it is common that through their social networks, we can get to know this person in detail. They usually share content related to their field of work or even have a blog or social networks focused on this area. Keys like this will make it possible for the Nethunter to find professionals in this environment. Using social networks such as LinkedIn will also help a lot in this aspect. In the same place, we can find the professional experience, skills and opinions of a potential candidate, and contact them if we find them an interesting profile. With these details, we hope we have helped you to know what the benefits that Nethunting offers for your IT company are. At Crearte Consulting we are experts in Nethunting, so we are at your disposal to accompany you in the search for the ideal professional for your business.

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.

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.

Why do we advocate Nethunting?

abogamos por el nethunting

At Crearte Consulting we advocate Nethunting. This is because we have understood the need and importance of adapting to modern times, and the way of attracting talent has changed.

We work to find the best professional profiles as quickly as possible.

The term Nethunting is a mixture of two English concepts: network, which is working through the internet, and headhunting, which can be translated as headhunting. Nowadays, practically anyone who is looking for a job knows that they must have a presence on the Internet. Social networks are a perfect formula to connect talents with companies, and net hunters are the ideal bridge between these two extremes.

Nethunting: the art of finding the ideal candidate

Well-prepared candidates are a rising value for companies, which have to create specific campaigns to find those who fit the positions they need to fill. The Internet is an ideal space for everyone to showcase their talents and professional qualities, as well as their experience.

Social networks such as LinkedIn or other specialised networks become a mine to find just the right person. We cannot lose sight of the fact that, with the evolution of the labour market, new professional profiles are also emerging that we need to know how to recognise.

However, Nethunting goes much further than simply scouring the web; it is a job in which a complex strategy must be developed to ensure that the candidate fits 100% with the needs and philosophy of the company. In this sense it is about:

  • Tracking the digital footprint of candidates. In other words, analysing who they are, what their training is, and what their interests are. And, of course, finding a suitable means of contact.
  • The more contacts and valuable information the nethunter provides, the more possibilities he/she will have in his/her search work.
  • Going far beyond the candidates’ CVs is to analyse their digital reputation. The best candidate is not the one who has the most training or experience, but the one who has the most experience knows how to adapt to working in a team and has values that are aligned with those of the company.
  • Knowing how to show all the attractions and strong points of a job offer and company. We must not forget that the best talent will often be working in competing companies or other areas, and to attract them they must appreciate the advantages that the new company can offer them.
abogamos por el nethunting

At Crearte we find the right candidate in only 7 days.

The reasons why we advocate Nethunting are represented in its advantages:

  • It is a perfect support for the HR department, as it allows them to select among very specific candidates.
  • Especially when it comes to finding profiles for positions of responsibility, it is the best option.
  • We put companies in direct contact with the candidates best suited to the vacancy.
  • The research work that took days or weeks in the analogue world can be done in hours in the digital world.

At Crearte Consulting we have designed a Nethunting working method that is constantly evolving to adapt to technological and digital improvements. It is a very agile model both in the search and in the selection and recruiting phase and allows us to guarantee that we can find the ideal candidate for the position you need to fill in just seven days.

As a guarantee, we work with invoicing models that are based on objectives met. The keys that define us are speed and agility, quality, innovation capacity, professionalism and transparency. Would you like to try it?

The importance of teamwork

trabajar en equipo

As expert net hunters, at Crearte we are very aware of the evolution of the job skills most in demand by companies. One of the most relevant is the ability to work in a team, something that not only influences an increase in productivity but also in achieving a good working environment.

Nowadays, teamwork is a valued skill and is considered essential for many industries. The ability to work with others to achieve a common goal is fundamental to both individual and collective success. 

Teamwork is a process in which a group of people collaborate to achieve a common goal. Each member involved contributes his or her particular skills, knowledge and experience to achieve a more effective result.

Teamwork processes require clear communication, careful planning and a focus on the common goal, as well as a willingness to listen and learn from each other. This method of working can be applied to a wide variety of contexts, from business projects to sports teams and community groups.

What are the advantages of teamwork?

Among the advantages of working in a team we can point out:

  • Division of tasks and improved efficiency: When working in a team, tasks can be divided among members, allowing each member to focus on what he or she is strongest and most efficient at. In addition, collaboration allows projects to be completed more quickly, which in turn increases the overall efficiency of the team.
  • Increased creativity and innovation: Teamwork allows for collaboration and the exchange of ideas between different members, which can lead to more creative and innovative solutions. When working in a team, people can learn from their colleagues and apply that knowledge to their projects, which can boost creativity and personal innovation.
  • More motivated employees: When working in a team, employees gain a sense of community and mutual support. This improves morale and motivation, which in turn leads to better performance and greater job satisfaction.
  • Increased accountability: By working in a team, members can feel a greater sense of responsibility and accountability to each other. This can help ensure that everyone accomplishes their tasks, thus increasing efficiency and success.

What qualities do the best team players have

As net hunters, we analyse many professional profiles, so it is clear to us that the people who work best in a team tend to have the following qualities:

  • Effective communication: they can listen, express themselves clearly and resolve conflicts constructively.
  • Collaboration: they are willing to work together and share responsibilities to achieve a common goal.
  • Flexibility: they can adapt to change and work with different personalities and working styles.
  • Responsibility: they fulfil their tasks and feel responsible for the success of the team.
  • Respect: they treat their teammates with respect and consideration, and value their contribution.
  • Openness to diversity: they value and accept diversity and are willing to learn from their colleagues.
  • Focus on purpose: they have a clear vision of the team’s purpose and are committed to it.

These qualities are important for successful teamwork, as they help to foster a positive and collaborative work environment, where all members can contribute and grow together.

However, from Crearte, as net hunters, we want to highlight that we all can improve these skills and strengthen ourselves as team workers.

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