Tag: selection process

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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

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Why are technical skills important in a selection process?

Nowadays companies have clear needs, therefore they look for employees who possess the necessary technical knowledge to perform effectively in a certain role and in this way, contribute to the achievement of the company’s objectives in the short, medium or long term.

Why are technical skills important in a selection process

In we spoke with María Camila García Ortiz, junior e-hunters consultant, who explained that technical skills refer to specific technical knowledge about a topic, a program or a certain area. This knowledge is usually acquired within a classroom, a training or training in the middle of practice. These skills can be easily evaluated by people trained or with a high experience in the subject.

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“The importance of these skills in the world of work is that by possessing specific knowledge they give a greater probability that an employee can develop a certain task with a high level of success,” explained García.

The expert also ensures that, also, the employee can develop with greater confidence before peers, bosses or customers due to their technical skills, hence the importance of these.

Recommendations for you to be differential in a selection process:

  • Identify which technical skills aremost relevant to the vacancy.
  • Evaluate what knowledge youpossess that is related to the requirements of the vacancy.
  • Identify previous experiences that allow you to show how the correct use of your technical skills have led you to develop tasks successfully.

By analyzing this information, you can share it clearly and concisely throughout the interview, this will allow you to be a differential candidate. Remember that here at we want to give you tools to find the job you want.

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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.

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The 5 keys to choose your resume in a selection process

Undoubtedly, the job search is one of the moments in which you deposit the illusion of being able to progress and get a job that meets your expectations.

The 5 keys to choose your resume in a selection process

This process begins by creating a resume, which will be your cover letter to companies, but above all, to talent recruiters, people who are specialists in choosing the most appropriate profiles for an organization.

The competition between these profiles can be high and, attracting attention in certain aspects, can be the key to write you an email or dial you on the phone to tell you: we want you to come to a job interview.

Katherine Bohorquez, psychologist, headhunting expert and principal consultant at eHunters, spoke to elempleo.com and said there are some key aspects that a recruiter emphasizes when choosing a candidate.

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These are the 5 keys for them to choose your resume:

  1. Build a high-impact resume: clear, short and concrete. This document should have the power to captivate because the recruiter will give a first look at this of, more or less, 5 to 7 seconds. In that short time the recruiter must identify key factors that lead him to decide to deepen our information and contact us.
  1. Competencies matter a lot. Innovation, continuous learning, adaptability, flexibility, multidisciplinary skills, communication skills, collaborative mind, digital knowledge, networking, among others. These types of skills are essential requirements for a recruiter regardless of the role you want to occupy in the company.
  1. Have a clear profile, but not only on your resume, but also in your head. When a recruiter contacts you, they deliver a clear and concrete speech about your profile. Have a structure that allows you to address at first the most important aspects of your experience, academic training and skills. In this way you guarantee that the essential will not be left out.
  1. Once you are invited to a selection process, prepare the most outstanding information of your profile, especially ten clarities of the dates and achievements of each job. Try to build these achievements from the quantitative, that will give you a greater impact.
  1. Research as much as you can about the company for which you are submitting the process. He knows what he does and how he does it, his corporate values, the type of professionals who work there and his corporate culture. Based on the above, define how your profile and values align with it, connect and create a discourse of why you are the ideal candidate and the benefits you will bring to the company if you are chosen.
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Six tips to highlight your resume in a selection process

Do you have doubts about your resume and your job search? This document is vital to attract the attention of your recruiter. If you meet all the requirements of the vacancy, but don’t know how to incorporate them into an attractive, easy-to-read resume, your opportunity could be at risk.

Six tips to highlight your resume in a selection process

In a live broadcast on the networks of we have the participation of Claudia Navia, commercial director of Nexarte and expert in organizational development, human management and personnel administration.

Remember that with VIP employment you receive personalized advice for your curriculum; If you want to know the product, click here.

The guest gave six useful tips to all users of the portal who are organizing their resume and are looking for work:

1. Prepare your resume correctly

It’s not about being too extensive and putting miles of certifications. The most important thing is to know that the resume does not serve to apply to all vacancies.

I advise that the candidate modify and establish a resume according to the vacancy to which he is applying, so he can tell the recruiter why he is the best candidate for the offer, described Navia in #CharlasElEmpleo.

2. It makes a difference if your first contact with the vacancy is with a recruiter or profiler

Generally, the recruiter performs a very technical process, comparing the requirements of a vacancy with the applicant’s resume.

The first impression or reading is a crucial moment to draw attention in the selection process

Therefore, according to the expert, “you have to help the recruiter identify which of the requirements of the vacancy you meet in your experience and training.”

3. Evaluate your level of adaptation to the position

You must present a resume that is consistent with the job offer, do it consciously and do not apply to everything you see.

Apply, ideally, to the charges that you consider that you meet at least 90% of the requirements.

4. Be very honest and consistent with your resume

When entering a selection process, you must be very clear and transparent, tell things as they are and do not leave concerns in the coach.

Don’t ‘inflate’ your work experience or education; Don’t falsify your achievements or positions either. You must put real and relevant elements for the job you are aspiring to.

5. Beware of references and contacts

Make sure your work and personal references have active touch points. “It is important that the email or telephone, which is used for reference verification, are updated to check and people can give a reference of the candidate,” said the commercial director of Nexarte.

6. Prepare for the interview

Although at this point you have probably already passed the resume filter, there is no last recommendation left.

Tell the recruiter how you can get to position yourself in that position, why you are the ideal candidate; Tell them what challenges you have gone through and how you have overcome them. As well as the failures you have had.

The importance of ‘skills’ and soft skills for the recruiter

On the other hand, also had the participation of Juan Pablo Chaustre, member of the Board of Directors ACOSET (Colombian Association of Temporary Services Companies) and general manager of Staffing of Colombia.

Chaustre left valuable advice to all the participants of the broadcast. “Before, the trajectory and studies were largely taken into account; Now soft skills are a determining factor in the profile and resume of people, as well as technological skills, the ability to simplify processes and self-management.

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Six mistakes that can cause you to be discarded in a selection process

Being involved in a selection process arouses many sensations. Anxiety, joy, enthusiasm, but at the same time generates anguish for the expectations that are generated around that new position to which one aspires.

Six mistakes that can cause you to be discarded in a selection process

In this situation it is important to follow some basic steps to succeed in that process and that, in general, we forget or take for granted. It is worth remembering them and taking them into account.

Keep in mind that, in any selection process, you must have the basic or advanced knowledge that requires that position. That knowledge is key to being chosen, but there are other aspects that recruiters look at and can lead you to achieve your goal if you handle them properly.

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The six mistakes you should avoid in a selection process:

1. Do not read about the company: it is important to arrive at the job interview with clear knowledge of the company. If your recruiter asks you about her and you answer what she is not, she will be left with doubts regarding what you can offer her and the commitment you have in the process.

2. Being unpunctual in the interview: in Colombia it has been normalized to be late for any appointment, but it is not, much less in a selection process. It is preferable to arrive earlier and announce yourself than to be late and damage your recruiter’s schedule.

3. Apply for many positions in the same company: remember that, in many companies, they are the same people who are in charge of the selection processes. If you send the resume for several positions, they will think you are desperate. It is better that you choose the most important offers for you and leave aside those that are not.

4. Have a long, hard-to-read resume: multi-page, text-filled resumes are not used. You should look for the most important information to be summarized in two or three pages. Jairo Pinilla, director of Performia Colombia, recommends “not writing data such as the school where you studied or putting work experiences that have nothing to do with the position to which you aspire.”

5. Talk about you in the resume: in the first paragraph of this document, we usually make a summary, however, it is key that in that extract our knowledge and achievements are highlighted. Do not write subjective ratings about yourself because that data will not be taken into account.

6. Wanting the job only for the salary: If the motivation to apply for a position is only economic, it is likely that the recruiter will think twice before hiring you. The motivations should be different so that you can make a better impression, while the economic will be a consequence of your good work.

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Let’s put an end to the myths of the selection process!

Every day we hear personal experiences of the ideals of an interview, a resume and how to emerge successful from a selection process. But is it really true that this process is such a protocol and delicate experience?

Let's put an end to the myths of the selection process!

Getting started in the world of work means preparing for the selection processes carried out by recruiters or Human Resources departments of a company. This cycle commonly involves two or three filters, including resume review, psychotechnical testing, and interviewing. Other charges may require language-related testing or specific knowledge.

Although there is no absolute rule to advance a selection process, former applicants and current employees create myths, confusion and beliefs that derive from their own experience and that in the end predispose those who are about to face the labor market. Therefore, consulted the expert Claudia Rojas, psychologist and job transition coach, to deny some of the most common perceptions around this process.

“The curriculum has to be one page, otherwise they won’t even read it”. This is one of the first tips that are usually heard. Getting a recruiter’s attention through a resume doesn’t mean the applicant should “pile up” or omit information from their resume; Everything consists of taking advantage of the space with relevant and concrete information. “It is important that a resume is summarized and impactful, two sheets, maximum three. It is necessary that a person can express in a summarized curriculum what is their experience, their training and their achievements in their work career, “advises Rojas.

Now, in case you are called for an interview, is it true that the recruiter has completely read your resume and knows you perfectly? Rojas points out that, although the recruiter “does read the resume and according to it raises hypotheses where he will prefer to deepen or emphasize, it does not mean that he knows the candidate perfectly. That’s what the interview is for.”

Does a good ‘lever’ have more strength than a good resume?

Many people are convinced that the “thread” is decisive to get a job. It is true that “if the person has a contact in the company who can support him or can refer him, that is not enough. But if you do not meet the profile or do not pass the tests, it will not be taken into account. A good resume, experience and skills are what ultimately define the decision,” says Claudia Rojas, an expert in job transition and psychologist at the Pontificia Javeriana University in Cali.

“It is not necessary to leave a tie or formal dress for the interview. The important thing is to investigate the dress code, and based on that information dress according to the organizational context. If it is a company that is based in a plant, the person will not go in a suit and tie. If you don’t have information about the code it’s better than about it and not missing” -Claudia Ximena Rojas, expert in labor transition

On the other hand, what is said about thepsychotechnical test? This tool allows you to identify skills and competencies, personal and work, allowing you to find a profile that best suits the requirements of the vacancy. Is it possible to cheat this test, preparing the answers beforehand?” No, the recommendation is to be relaxed and answer genuinely, as these tests have indicators that identify when a person has tampered with the test. It is better to be honest and answer calmly, “denies Rojas, who has more than 14 years of experience in the subject.

And regarding the interview, you may hear that if you didnot last long you did badlyor that itis true that the same questions are asked to all candidates. How true are those claims? “The idea is that the candidate can engage that recruiter and that he can expose his entire career and his achievements. If the interview was short, it may mean that the recruiter has a more practical style and only wants to delve into certain points. And although there is a scheme of questions, where achievements and work experience are questioned, depending on the profile they will be different questions, taking into account the culture of the organization and the area to which the applicant would belong, “says Rojas.

Is it mandatory to dress formally or wear a tie for the interview?

Depends on. It is recommended to consult the dress code of the position to which you are applying, as well as the organizational context of the company. Although, “it is better than over missing,” concludes Rojas.