Walmart from México and Central America will consolidate a new recruitment process that will allow them to reduce their contracting times from three months to only eight days.
In a meeting with representatives of the media, the Executive Director of Finance, Olga González Aponte, said that the above will make the rest of her processes even more efficient, which will result in more jobs and better service to clients.
He explained that the needs of the company in a year without growth is the hiring of at least 100 thousand people, which positions the company as the largest employer in Mexico.
He indicated that today the process is carried out manually and store by store, before which the retail company develops an application whose pilot test is carried out in all store formats in the state of Puebla and in five of Mexico City, so that the interested party can apply for the position that interests him from his smartphone.
“This allows for a faster process and even self-selection, because it allows for the adjustment of expectations”, because the interested party is explained, in detail, everything he has to do in the performance of his duties, which in itself decide from the beginning whether or not to continue with the process.
Aponte said that once the new recruitment strategy has been fully implemented, “it will mean something very important for the population to have access to better jobs and a broad database for Walmart, which will allow us to monitor the level of education and the profiles that tend to stay longer within the company, such as the woman head of the family between 30 and 45 years of age and with small children.”
He pointed out that more than 50% of associates are women, so the company promotes this trend in order to grant women more and more leadership positions, in addition to 80% of purchasing decisions in the company’s stores it is carried out by women.
In this context, the executive director of Walmart de México y Centroamérica, Guilherme Loureiro, explained that the firm granted in 72 hours the response to the candidate, who, if approved, sends his documentation via social networks through digital photographs and in eight days concludes the recruitment process.
In turn, the general director of Legal and Institutional Affairs of the company, Alberto Sepúlveda, said that this digital contracting contemplates the possibility of identity theft, but assured that this illegal is more viable in the physical world than in the virtual one.
He said that in just two or three minutes the company checks against the National Electoral Institute (INE) the authenticity of the credential submitted, via digital photography.
“This lets you know if the credential is cloned or not and also naturally discriminates against bad people because it allows you to know criminal records, which allows you to have healthier personnel,” he said.
González Aponte said that some psychometric tests are applied to the candidate via the Internet, “with which the level of improvement is very large and, with this, Human Resources personnel can dedicate themselves to other things in favor of the efficiency of the company.”
He pointed out that “we are changing our work methodology within the company with tools that did not exist very recently. We are in that transition.”
The above article was written and published in Spanish and has been translated into English. Click here to read the original article.