No one said that carrying out a selection process was an easy task... Defining the profile I need, preparing the interview according to the CV I have in front of me, knowing how to obtain all the necessary information and competencies to ensure that you fit in with the position, the team, your manager and the sector... That you will meet our expectations and we will be able to meet your needs? And all this in less than 1 hour! Seems impossible, doesn't it?
The majority of companies that have had the opportunity to carry out a selection process and especially those that have been concerned about doing it "well", with some professionalism, with a structure and wanting to obtain the necessary information to make the right decision... They will have developed a Competency-based interview. To begin with, let's define what a competency is: professional competencies are the set of knowledge, attitudes and skills observable through behaviours developed in a professional environment in the past, or present.
When the need for a job is generated, the job description is defined... With its requirements in terms of professional profile. This includes the mission of the position, the functions to be performed, the academic requirements, languages... And of course, the professional competences.
What guarantee the competitions?
These will ensure that the candidate fits in and is capable of adapting to the responsibilities of the position and its peculiarities. Examples of professional competencies: teamwork, commercial vision, customer service, flexibility, results orientation, analytical skills... And we can define many more.
What happens when we find it difficult to find such complete candidates, or maybe we find them but we cannot afford them, or maybe we are looking for a profile that is in high demand and our company or location is not at all attractive to the candidate?
In these situations, we must analyse the change in candidate attraction and retention factors that is currently taking place, and the implementation of new techniques involving greater flexibility, professional development and better conditions for workers.
All of this must be on our agenda, to fight the growing "war for talent" that is beginning to take hold globally. To this end, we must be prepared with both the design of strategies and the implementation of differentiated tools for the search for talent.
One of the solutions to these problems, and a very appropriate strategy to generate a pool of capable candidates in the medium term, with a high level of involvement, is to start thinking about adapting the model of "Search by competencies, for the model of SEARCH BY POTENTIAL".
To identify Talent through potential we need to ask ourselves these three key questions:
1. How does the candidate think?
2.- What interests him/her?
3.- What motivates him/her?
If we identify how they think, we will understand if the position we can offer them will be attractive, easy to develop... and we can take the risk of investing in training for them to take on the position after a prudent period of time.
Example: If I identify that a person is creative, by the way they express themselves, the way they understand their social and professional environment, their most innovative side... And by how they perceive life in general... I can bet on offering them a position as a Junior Graphic Designer despite not having previous experience or not being able to handle specific design tools.
If I can find out what you are interested in, I will be able to understand if the functions of the position will be attractive to you, if you will develop them with enthusiasm, involvement and desire to learn.
I will also be able to find out what projects I can offer you for your development and what career path you can take in your field if you manage to grow professionally within our company.
And if I can find out what motivates him/her, I will be able to find out if the conditions of the position... In other aspects can satisfy him/her... Salaries, timetables, travel, work methodologies, company philosophy...
All this will allow us to know if the candidate can fit in the position we need. But we must be very aware that we have hired for POTENTIAL, and this requires an investment of time in training and a lot of involvement from the organisation to guarantee their development. Let's not think that in two days we can ask them to do what we would do with a Senior profile. If we do, we will have made a serious mistake...
What would happen then?
The candidate will not look capable, may make mistakes that have a negative impact on the organisation. They may become frustrated, demotivated and in the best case scenario leave on their own... with a bad feeling and feeling guilty for something for which they were not to blame.
It is our absolute responsibility as a company to make a good selection and make the right decision, analysing the risks to the person filling the position. Just as it is our responsibility to integrate the new candidate, taking into account their training needs, having analysed their shortcomings and supporting them in their integration and development.
If we do not do this correctly, it will take its toll on our Employer Brand image later on. All this could be solved by avoiding mistakes in the selection process, as well as many costs and loss of time for directors and managers, by hiring external recruitment and human talent management services from specialised consultants.
If you are conscious of the importance that have the people in your company
If you are aware of the importance of people in your company and the results you obtain thanks to good talent management, if you want to improve your image and achieve the perfect fit in your organisation... Maybe this is the best option.
They can guide you and, with their experience, act as a strategic and reliable human resources partner. Their aim will be to help you significantly improve team profiles, fit and performance.
Think about it, and let's not downplay the importance of what is most important in organisations... People.
Perfect balance between the job, the team, the company and the sector... thanks to the search for the most suitable candidate.
