Tag: most

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Tips & Tricks

The most evaluated skills in a selection process

Companies are migrating to new schemes in every way, from new forms of administration to innovative business model concepts. Traditional companies are fewer and fewer, and the new generations are looking for new-age companies. The most evaluated skills in a selection process.

Man suited for business

These changes are transversal to all organizational processes, including the important selection phase.

Today, companies are more aware that it is necessary to have the best talent. However, the best talent is no longer the person with the most technical knowledge (as it used to be). Now, companies are looking for comprehensive professionals who, in addition to having a high level of development of technical skills associated with their profession, also demonstrate having developed soft or cardinal skills.

In other words, a professional sought after in contemporary companies is one who proves to be a human being with human, relational and professional qualities. Likewise, the professional most likely to be hired is the one with the skills defined in the organization’s skills dictionary.

Therefore, if you are going to start a selection process, or there is a desired company that you want to join, try to identify the soft skills that the company promotes among its collaborators.

The total list of soft skills is infinite and very varied. This is the reason why companies define a small number that they want to target for positions, both in selection and development processes.

The firm THUOPER, Tools for Human and Organizational Performance, carried out an exhaustive market study to identify the competencies that companies tend to evaluate more in company selection processes. This was the result:

  1. planning                               
  2. Initiative
  3. Teamwork                   
  4. Customer orientation
  5. Effective communication             
  6. Pressure tolerance
  7. Adaptation to change               
  8. Influence
  9. Orientation to results         
  10. Decision making
  11. Innovation                               
  12. execution ability

Through this result of 12 competencies, the THUOPER firm consolidated the Thumper 3D Inventory measurement instrument, through which you can identify your level of development in each of them. Through the results it shows, you can identify the competencies where you show strength and the competencies where you have opportunities for improvement to start a development process. You can learn more about the test and the definition of competencies at this link: https://www.thuoper.com/3d-inventory

Categories
Tips & Tricks

These are the most requested offers in our most recent Thursday of offers

The month of June began, and in our most recent ‘Thursday of offers’, many Colombians connected to the broadcast through the different social networks (Facebook, YouTube and LinkedIn) and through their comments they let us know from which places from Colombia tune in to us and what job vacancies they are looking for.

These are the most requested offers in our most recent Thursday of offers

This space has managed to have a significant reach in Colombian households, where there are relatives or friends looking for job opportunities and with the offers highlighted or published live, they can quickly be linked to the job they are looking for.

Below we leave you some of the vacancies that the people who connected to the ‘Thursday of offers’ of June 2 requested the most. Do not hesitate to share this note with whoever needs it.

– Vacancies for industrial engineers in Colombia

– Business consultants in Medellin

– Lawyers throughout Colombia

– Vacancies for psychologists

– Vacancies for business administrators

– Vacancies for bacteriologists 

– Vacancies for industrial mechanics

Categories
Tips & Tricks

The most difficult thing to face a selection process

For some it could be the interview stage, for others perhaps the most complex is the psychological tests. What if the problem is you?

The most difficult thing to face a selection process

The mere fact of knowing that you have to undergo a selection process to aspire to a position makes the candidate feel some anxiety at first. However, the difficulty of facing each stage of the process depends on the applicant.

It’s true. Employers put tests in the different phases of the selection process that allow them to really choose the most suitable candidate for the position they need to fill. Some tests, of course, may be more complex than others, but in reality, the difficulty is put by the applicant when he aspires to vacancies that do not fit his profile or, for example, when from the beginning he is not sincere with his abilities, knowledge and experience.

For Cristina Herrera, manager of Talenti, “nowadays all the steps in a selection process are demanding and difficult. Companies are looking to have as much information as possible about the candidate they are going to hire and there is a lot of competition.”

Herrera recommends that applicants must be willing to participate in each step, prepare correctly, and have patience since not always the speed with which things happen are what the person would like.

In a traditional selection process, applicants will have to face interviews and evaluations both individually and in groups, technical and psychological tests and, in the same way, safety studies.

You can pass and stand out in most stages of the selection process, but if the safety study does not go well, you can be discarded and not be hired.

“If the candidate is not prepared correctly, and if he is not completely honest from the beginning of the process, surely the results will not be positive,” Herrera conditions.

For these reasons, the best advice so that the selection process does not torment you are, in the same degree of importance, investigate the company, be as clear as possible about the functions of the position and why you can perform them. In addition, support your strengths (soft skills and competencies) and adequately explain your areas of development.

It is also positive to have clear and interesting examples of your achievements, study the resume, have clarity of what you have done and when you did it. And have identified your expectations, that is, what you are looking for in a new job, why you are interested in linking with the company, how much you would like to earn, and so on.

For psychological tests, for example, the recommendation given by the expert is that you be very honest, answer how you really are and not as you think the employer wants. “Nowadays candidates look for information on the internet where they explain how to answer some tests, and that is not something so recommended because the results can be distorted and, by following instructions, they may not be the best,” he warns.

There is no impossible selection process. The complex thing is to apply for vacancies that are far from your domains. If you are not prepared, the stages of the selection process can be a martyrdom for you.

Similarly, do not lie when talking about your knowledge in languages or software management, because at the time of performing the technical tests, you will sweat cold because you will not know how to prove what you said you knew.

“In the case of safety studies, which include background research, financial management, verification of studies and work references and, in many cases, polygraphs, the recommendation is to tell the future employer if there is a ‘difficult’ issue that must be known before it comes out in the study,” advises Herrera.

In short, the most important thing is that from the beginning you apply for vacancies that best fit your professional profile and, as a result, you will be less complicated selection processes.

The clear points

Carlos Augusto Forero, manager of SC ORGANIZACIONAL, says that the candidate can find it difficult to think about meeting the expectations of the position and, also, the moment of making the decision to accept or not the job proposal. However, he assures that what defines the hiring of the applicant is that he applies to the position for which he is really prepared. For him there are no difficult tests in a selection process.