Consultants, books on management, specialists in Human Resources in general, in recent years highlight the importance of attitude when selecting personnel. In fact, new tools have appeared to select on the basis of personal competences that are beyond the specific and acquired work experience.
So when evaluating the applicants, we deployed a battery of questions that aim to investigate what that person is like, what their attitudes are, their way of relating, their flexibility in the face of changes that, as is to be expected, do not You can find out on the resume, simple written paper that indicates where you worked and what tasks you performed.
Even in the face of texts that indicate the achievements obtained, it is very difficult to recognize by that writing who he is and, fundamentally, what he is like. Not even the very fashionable "send photo" helps to know the details of the behavior.
In this framework, it is common to meet many managers, in general from technical areas, who although they stand out in the profile that they make the importance of behavioral characteristics, when facing the selection, they read the curriculum and decide to dismiss simply because, there, he does not say that he knows this or that. They do not even agree to conduct an interview to meet the applicant. "This does NOT work for me" is usually the phrase and when asked why, the answer is simply "You don't know what I need."
The feeling is that it would seem that a human being is an immovable photo that, despite having experience in similar companies, having held similar positions, will be unable to learn any new concept or adapt to the new activity, even if they have "learning capacity" and "flexibility to adapt to change."
At this point, I wonder why we talk about personality characteristics if the selection is finally made on the characteristics of the experience.
Obviously I find the answer and it is, definitely, that those Managers who choose this way do not have the capacity to select, they do not have and have not acquired the flexibility to adapt to the changes of recent years, they are not capable of evaluating the other and they have remained stereotyped in models already ruled out.
This, of course, does not mean that if an Electronic Engineer is needed for software development, a Civil Engineer who built bridges is preselected. Yes, the electronic one, if you have five years of experience in developing Soft in important Companies, even if you have used different tools, will be able, with «learning capacity», in a short time to adapt to this new tool.
Because, in addition, it can be a person with characteristics such as creativity and teamwork, who can provide contributions. On the other hand, the time it takes to find someone so exact in experience may be the same as that person takes to learn new technologies. And that we ask many times: How long does it take, a person with a high IQ who has shown success in what he has already done, to learn it?
Recently, in a search where the profile specified a lot of technical knowledge, even difficult to combine, a Manager discarded four applicants without interviewing because they did not have the complete experience that they requested. Finally, the Human Resources area and the Consultant convinced him to interview them.
The result: Two of the candidates were in a position to fill that position. Namely, after delving into their personal characteristics through a Psychotechnical Evaluation, they both entered different positions, similar but not identical.
Let's understand that absolutely nothing can be written in the curriculum because we would speak of pages and more pages when we are proclaiming that a CV should not have more than two.
Discard yes, but we must give ourselves and give the applicant the opportunity to show their behavior, their personal skills that will facilitate entering a new company, to a different position, adapting quickly, learning in a short time and providing innovative ideas to bring experience different.
Selecting by a simple written paper is not having understood the message that what differentiates people is behavior.
This content was contributed by Marketing - Online and its portal www.cybersearch.es, of great help for those looking for job offers in Spain and Europe and arearh.com
