Soft skills or transversal competences have become keys for the good functioning of the equipment. Along with the pure and hard knowledge required for each job, these types of skills have become a key element of the selection process. These are skills such as the resolution of complex problems, critical thinking, creativity, leadership, coordination skills, emotional intelligence, judgment and decision-making, the sense of service, the ability to negotiate and cognitive flexibility. Competences that, on the other hand, do not appear in the curricula.
How to identify them in the selection processes?
Ignacio Sanchez, Spain country manager of Visiotalent, points out the new practices with which recruiters identify them more quickly.
“It is one of the last tendencies of the selection and an increasingly extended practice in the processes of preselection of the candidates. Fast, intuitive and based on the most advanced technologies allow HR professionals to invite candidates to record a video interview. Thanks to the video, the candidate’s competences arise naturally, which benefits companies in terms of time, costs and efficiency in the selection. The video interview is also a unique opportunity for the candidates, given that it gives them the possibility to express themselves beyond the CV, to reveal their personality and their relational skills.”
“Companies can also evaluate candidates through personality tests. Through a series of questions, these tests identify the main features of the candidate and highlight the behaviors that would be adopted in certain situations. Sometimes they are so precise that they reveal up to the potential affinity rate between a manager and his future employee.”
“In recent years, virtual reality and augmented reality have been used to favor innovation in various sectors, so it is not surprising that they will also have an impact on the world of selection. Some large companies, such as Lloyds Banking and the Commonwealth Bank of Australia, use this technology to assess candidates’ skills in decision-making and problem solving.”
“The collective interview is an additional way of analyzing and evaluating a candidate: it allows evaluating the necessary competencies for a professional activity with a simulation of a typical situation in the company. The exercise allows the recruiter to compare the members of the group and assess the ability of a candidate to work as a team, and if he or she masters the interpersonal skills required by teamwork.”
REAL PRACTICE TESTS
“It’s about testing the candidate’s skills to know what he’s really capable of doing. The recruiter asks the candidate to carry out a real activity, in order to observe their aptitudes in action. During this test, the candidate who did not make a good impression during the classic interview could be more interesting than expected. This type of tests are still not as widespread as the previous ones, but they are becoming more frequent in various areas and sectors.”