One of the most listened to speeches in the last ten years revolves around the past, it is repeatedly said that past successes do not guarantee future success, paraphrasing what was exposed by Joel Barker in the eighties of the twentieth century.
However, when selecting human talent, such a claim is obviated so easily that appears not to have been echoed in those who have the responsibility to grasp, as base most of the decision just as it denies the above statement:
The curriculum summary.
For a long time, the Latin expression curriculum vitae has been understood as a synonym of the curriculum vitae which, according to the VOX dictionary of the Spanish language, is nothing other than the "relationship of personal data and professional history" that a candidate writes and is It is precisely in the phrase "personal history" that another of the dominant paradigms in the selection of human talent can be found.
As is logical, the story is told backwards, because the future is constantly being built and it is not possible to describe something that has not happened; But this obvious observation seems to make more sense when it comes to battles and strategies than when it is translated into other disciplines, especially in the administrative and labor fields, since those who have more to do are more attractive than those who have done so much more. False?
We live in a society that pays homage to youth, professionals seem to lose their shine once they have reached the fictitious limit of thirty-five years and every day companies are oriented to hire young people under the premise that indicates them as the future of society. But young people do not have great experiences or high academic levels, they are precisely in the stage of their formation, so it is understandable that their curricular summaries hardly describe their true profiles.
But you still bet on them.
As could be seen, the use and request of the traditional curricular summary is contradictory, since everything that has been done, everything that has been achieved and everything that has been experienced is stamped on it, but it is difficult to capture everything that is to be done. be done and what will certainly be done.
A résumé that tells the story forward is almost never requested when hiring staff, as in some organizations such practice is used as a growth tool or training support once the candidate has been employed.
Indeed, the reader can consider the above as a utopia, because as the saying goes "paper holds everything" and anyone could provide simple speculations of its future, unfounded and fanciful just to satisfy the expectations of those who dare to request a Such an atypical curriculum summary, but before condemning it as a crazy idea, the following reflections should be made:
The Expected Curricular Plan or PCE is the equivalent of a Business Executive Plan or an Investment Budget, counterparts where the story is told forward, since it is not about anything other than the projection made by the professional in the short, medium and long term of its future, its growth and its socioeconomic condition in a certain scenario based, mainly, on its weaknesses, opportunities, strengths, and threats, or on its SWOT matrix.
Can current strategic planning use the past as an unalterable reference? Are not budgets projections of spending and investment required and constantly reviewed in an organization? Is it utopian to expect a professional to be able to plan their development and growth and to be hired on that basis?
The PCE is a step forward in terms of attracting talent, mainly because it allows us to immediately observe one of the most requested competencies at the managerial level, which is none other than strategic planning and the efficient and effective use of resources. for the achievement of the goals and objectives.
Obviously a person who does not have a good professional base, understanding with this the fulfillment of the new selection paradigms, will not have the conditions to support a demanding plan to obtain the PCE, unless the preparation and development of those skills is included and skills not present, and that is where the evaluator must show the necessary acuity to be able to objectively establish whether or not the candidate meets the expectations that have been raised regarding the search.
If the traditional curriculum summary is observed from a perspective other than the dominant paradigms, it is possible to see that they can only offer past experiences that support the knowledge and successes that the candidate has wanted to show, but they offer little or nothing in terms of the plans that the candidate has. candidate and the strategies that have been outlined to achieve them, therefore this type of summary does not allow to apply the first steps of costing and determine, in the absence of the candidate, if it is possible to level his expectations with those of the organization with him.
However, many employers ask their candidates to express their personal objectives in their curricular summaries and at the same time demand the demonstration of the academic levels, work experiences and professional exercises acquired since the completion of basic studies as a way to establish parallels and carry out a projection based on it, which offers a subjective result since whoever does it does not know the depth and priority of the aspirant's objectives; it would be the same as trying to carry out the strategic planning of a company only because of what is known about it and without having any contact with it.
The PCE facilitates the visualization of the future that the candidate hopes to achieve, reflects how he estimates to overcome his weaknesses and face his threats; It helps to detect competencies by observing how the applicant will use their experience and knowledge to maximize their opportunities based on their strengths.
It is simple, it will show the creative capacity of the candidate, the power of his imagination and the tools with which he has to carry out his goals; the ability to plan with the resources you have and the time you hope to achieve it.
Isn't that the kind of people needed in business?
Paradigms are changing so rapidly that it is sometimes difficult to assimilate new practices with the same ease with which traditional ones are carried out and that is why even today new trends border on anachronistic processes.
If the past served to predict the future, perhaps nothing of what is known now would exist, since one would always advance by observing the rear-view mirror.
The use of the PCE does not mean to ignore past successes and downplay the achievements obtained, obviously it has its value and must be recognized, but it does question the traditional way of offering employment information to the company since the traditional summary highlights only the past and in In some cases, what is expected to be achieved, but it does not offer any information on how, when, why and for what, and much less on the added value that this will generate for both the company and the candidate.
If companies want to attract the best human talent, they must leave past practices behind and begin to understand that as in management, finance and economics, the future of job success is counted forward.
