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O recrutamento e seleção dos recursos humanos
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Abstract(s)
As Forças Armadas portuguesas vivem momentos de grande transformação no que concerne à forma como dirigem os seus processos de recrutamento e seleção dos potenciais candidatos, impulsionadas pela transformação digital e pela chegada da geração Z ao mercado trabalho. Os avanços tecnológicos permitem que as pessoas estejam permanentemente ligadas à internet e aos medias sociais através de computadores, smartphones e tablets, que a par com a geração Z, considerados como nativos digitais, que não sabem o que é viver sem acesso à internet, tem originado alterações na forma como as Forças Armadas procuram atrair, recrutar e manter os jovens nas fileiras.
O presente trabalho, tem como objetivo propor contributos para uma estratégia de recrutamento e seleção digital nas Forças Armadas portuguesas, com o intuito de contribuir para a melhoria destes processos, através de um raciocínio indutivo, consubstanciado numa estratégia qualitativa e baseado num estudo de caso, realizaram-se entrevistas semiestruturadas para possibilitar induzir algumas conclusões pertinentes.
Verifica-se que os processos de recrutamento e seleção nas Forças Armadas passará para uma, cada vez maior, utilização das ferramentas digitais, bem como pela adoção de boas práticas, mas, por outro lado, assegurando a necessidade do contacto presencial com os candidatos. Apresenta-se como contributos para uma estratégia de recrutamento e seleção digital, a manutenção de uma presença digital robusta no ecossistema digital, desenvolver a marca do empregador através de uma comunicação estratégica eficiente, desenvolver e otimizar as suas redes sociais online e portais de recrutamento, bem como conteúdos, para dispositivos móveis com design apelativo. Os contributos para essa estratégia, também, devem passar pela adoção de chatbots dotados de inteligência artificial para permitir disponibilidade total de comunicação com os candidatos e pela utilização da gamificação através de jogos e simulações para captar a atenção dos potenciais candidatos.
The Portuguese Armed Forces are experiencing great transformation in the way they manage their recruitment and selection processes of potential candidates, driven by digital transformation and the arrival of the Z generation in the labor market. Technological advances allow people to be permanently connected to the Internet and to social media through computers, smartphones and tablets, which along with generation Z, considered as digital natives, who do not know what it is to live without internet access, has changed how the Armed Forces attract, recruit and keep young people in the institution. The present paper proposes to propose contributions to a digital recruitment and selection strategy in the Portuguese Armed Forces, with the aim of contributing to the improvement of these processes, through an inductive reasoning, embodied in a qualitative strategy and based on a case study, where semi-structured interviews were carried out to enable some pertinent conclusions to be drawn. It is evident that the recruitment and selection processes in the Armed Forces will shift to an ever-greater use of the digital tools, as well as the adoption of good practices, but on the other hand, assuring the necessity of face-to-face contact with the candidates. It presents itself as a contribution to a digital recruitment and selection strategy, the need to continue with a robust digital presence in the digital environment, develop the employer's brand through efficient strategic communication, develop and optimize their online social networks and recruitment portals, as well as content, to mobile devices with appealing design. The contributions to this strategy should also include the adoption of chatbots with artificial intelligence in order to allow full availability of communication with candidates and the use of gamification through games and simulations to capture the attention of potential candidates.
The Portuguese Armed Forces are experiencing great transformation in the way they manage their recruitment and selection processes of potential candidates, driven by digital transformation and the arrival of the Z generation in the labor market. Technological advances allow people to be permanently connected to the Internet and to social media through computers, smartphones and tablets, which along with generation Z, considered as digital natives, who do not know what it is to live without internet access, has changed how the Armed Forces attract, recruit and keep young people in the institution. The present paper proposes to propose contributions to a digital recruitment and selection strategy in the Portuguese Armed Forces, with the aim of contributing to the improvement of these processes, through an inductive reasoning, embodied in a qualitative strategy and based on a case study, where semi-structured interviews were carried out to enable some pertinent conclusions to be drawn. It is evident that the recruitment and selection processes in the Armed Forces will shift to an ever-greater use of the digital tools, as well as the adoption of good practices, but on the other hand, assuring the necessity of face-to-face contact with the candidates. It presents itself as a contribution to a digital recruitment and selection strategy, the need to continue with a robust digital presence in the digital environment, develop the employer's brand through efficient strategic communication, develop and optimize their online social networks and recruitment portals, as well as content, to mobile devices with appealing design. The contributions to this strategy should also include the adoption of chatbots with artificial intelligence in order to allow full availability of communication with candidates and the use of gamification through games and simulations to capture the attention of potential candidates.
Description
Keywords
Ferramentas digitais Recrutamento Seleção Digital tools Recruitment Selection