The future of recruiting

Technology has changed the way recruiters work, and it will keep changing it…


Digitalization has changed the way a lot of industries get the job done, and Human Resources is no exception. Technologic tools are key in the HR world, since we’re talking about one of the most important areas for a company.

With technology came automation. And when we think about recruitment, it’s hard to picture candidates or recruiters without using online platforms or software in order to accomplish their goals.

If you are seeking to improve your HR practices, then you have to consider this recommendations to take your recruitment processes to the next level:


Social Media and job platforms

Start using LinkedIn, Facebook, Twitter and even Instagram as recruiting techniques. Also, for more specialized openings, target the posts on job websites. Don’t forget to measure your results, so you can discover in which platform you get more and better resumes.


Digital archive

Consider implementing a management software so you can store and organize the resumes you receive, as well as interview’s dates, and candidates follow-up.


Tracking pixels

If you are looking for advanced techniques, you might want to consider remarket those visitors that have been on your website looking for jobs. For this, you’ll need a conversion pixel to track users. With it, you will be able to present ads to this possible candidates.


Online tests

To save time, apply all your tests online. Instead of making candidates go to your offices, send them a link with the technic or psychometric exam. Learn their results as soon as they finish and notify them if they are still on the recruitment process.


Digital documentation

Once you’ve found the right candidate, you’re going to need several official documents. Ask them to send the digital versions, so you can file them into their records.

In RHS Latam we use technologic tools for recruitment and selection, to automate processes, avoid mistakes, and accelerate operations. If you are looking to establish your company in Mexico and want to find the best candidates, contact us. We can help you out with a 360° strategy.

Stop rotating your employees into the wrong jobs!

If you need to fill a job position, don’t shuffle your employees, hire new ones.

As your business grows, it’s natural that new areas start filling the office, and with them, new job positions come up. And while it’s appealing to just make transitions with the people who are already on the payroll, it’s not the best decision for your company’s sake.

Rotating employees into the wrong jobs is one of the most common mistakes companies make. Sure it may be convenient, but in the long hall, it will cost you not only time but also money.

If you need someone, hire someone. Don’t be afraid of the recruitment and selection process. Look for the help of professionals and let them find you the perfect candidate for this new job position that just came up in your business.

So before you start moving employees from area to area, you should check out these considerations:


Knowledge and experience are important

If a new area opened at your company, you’re going to need specialists at it. Don’t move your accountants to marketing, instead hire someone that has years of experience and can take your company to the next level.


Think about the time you will save

When you shuffle employees into new areas, it’s a fact that you’re going to have to train them. And the truth is, that new companies can’t afford long learning curves. Hire someone that already knows how to use the software, file documents, make reports, or whatever it is that your company needs from that job position.


Make your employees happy

As Richard Branson says, “Clients do not come first. Employees come first. If you take care of your employees, they will take care of your clients”. So if you want the best for your company, leave your employees in their area of expertise. Don’t switch them into areas they not only don’t know but also don’t like.


Make sure you hire the best

When hiring a recruitment company, you can be at peace knowing that they will select the most qualified out there. It may take time, but without a question, it’s the best decision for your business. What it’s great is that you can be part of the process, so you can mark the guidelines into finding the right person for the job. Also, you can rest knowing that they will also take care of checking references and applying psychometric exams.

In RHS Latam we manage the recruitment and selection process. So if you’re looking to hire new people for your globally-based company, don’t’ shuffle your employees. Contact us to start looking for the ideal candidates.

6 recruiting mistakes companies often make

Are you making recruiting mistakes without even knowing? Discover the most common errors organizations make when looking for new employees

Recruiting is one of the most important tasks of HR areas, for they are literally selecting among lots of candidates the most likely to get the job done. Of course there is no guarantee that the hired employee is going to be perfect, nevertheless, there are some things you ought to do (or stop doing) to find the right candidate.

The truth is that most of the time, recruiters don’t realize they’re making mistakes. That’s why it’s important to identify the most common ones to avoid or face them.

If your staff rotation is too high, if the recently hired employees are not delivering, or if they don’t get along with your institutional values, it’s probably because your recruiters are making some of these mistakes:


Wrong job descriptions

When advertising job positions, be very clear and specific. Otherwise, you will attract the wrong candidates and waste a lot of time. In your ad, describe the profile you are looking for, the knowledge the must have, the main functions they will execute, and of course, the monthly salary.


Saying “no” to overqualified candidates

It’s common for recruiters to reject overqualified candidates because they are afraid that they will get bored or eventually get another job. The truth is that an experienced candidate can contribute a lot to a company and its employees, regarding the time they worked with them. Never hire people less qualified than you. This often happens when recruiters want to appear more talented, but the truth is that it can damage the business. Think that A players must always hire A+ players.


Ignoring loyal employees        

Sometimes, recruiters forget that hiring existent employees is sometimes the best option. They are people that know the processes, operations, and values. So consider offering promotions or more benefits to these employees and fill job positions.


Not staying in touch with candidates

When it comes to the recruiting process, follow up is vital. If you found a candidate you are really interested in, don’t give up after one ignored call or email. Also, don’t fail to inform the candidates if they are still in the process or not.


Trusting the interview too much

Surely the interview is very relevant when recruiting candidates. However, don’t take it as the only way to know if someone is qualified. Don’t forget to double check previous experience, verify certifications, and call for references.


Rushing the process

If you haven’t found the right candidate, don’t rush it. Reality is that rehiring costs 20% of an employee’s salary. So don’t hire just anyone in order to fill a chair. Take your time and interview twice if you have to.

In RHS Latam we have specialized recruiters that will guide and advise you through this process until you are happy with your decision. If you are establishing your company in Mexico, and are in need of new and qualified employees, contact us. We can help you with this important aspect of HR.

The most common mistakes people make on resumes

The former SVP of People Operations at Google shared the most common mistakes people make on their resumes…

Being one of the bigger and most important companies in the world, Google receives about 3 million resumes each year. This is why recruiters must know how to detect mistakes in a systematic way, in order to eliminate those candidates that do not live up to the expected standards.

Laszlo Bock, former SVP of People Operations at Google, has seen more than 20,000 resumes in his whole life. So you can say he’s kind of a resume expert, and therefore, a specialist in finding mistakes. Fortunately, he has shared the most common mistakes people make on their resumes, and the correct way to avoid them:


A CareerBuilder survey informed that more than 50% of resumes have typos. This happens, mostly, to those who are constantly updating their resumes to include new experience or studies. The truth is, that when recruiters read a text with many typos, they can interpret them as a lack of attention to details and eliminate that candidate automatically.

How to avoid it?

Ask someone else to read your document. Sometimes we are so used to our own writing style that we ignore the mistakes. Another technique is to read it from the bottom to the top, this focus will make mistakes more evident.


Although it may be complicated to sum up all experience and studies, reality is that this will demonstrate your synthesis ability before any recruiter. Besides, nobody will read carefully a 10 page resume, because besides boring, it will be tedious. Remember that the only thing a resume does is get you an interview.

How to avoid it?

As a general rule, present one page for each 10 years of labor experience. Be brief and include only relevant information, no one wants to know where did you go to kindergarten.


Resumes should look clean and organized. Unless you are applying for a job as a designer, try not to overuse colors and shapes. Use at least a 10 points font, half inch margins and black ink. Don’t forget spaces between lines and aligned columns. This will make your resume much more friendly to the reader.

How to avoid it?

It’s recommendable to save the archive as PDF, because its format won’t garble when someone opens it as a preview. Also, consider including your name and contact information in every page.


The most common lies people say on their resumes are about how long they were at companies, how big their area was and sales results. Always be honest about your studies and experience, because you can easily be exposed and not only you will not get the job, but you can also be accused of fraud.

How to avoid it?

Be specific with the description of old jobs, as well as the titles you have received. If you still haven’t gotten your diploma, make sure to point that out. Remember that recruiters check all your information, so don’t exaggerate or write ambiguous data.

In RHS Latam we have recruitment experts that use the best tools to find the most adequate candidates. Contact us if your company is establishing in Mexico and needs HRO services.