{"id":2640,"date":"2022-12-23T17:12:05","date_gmt":"2022-12-23T17:12:05","guid":{"rendered":"https:\/\/dev-wp.evalartapp.com\/?p=2640"},"modified":"2025-03-20T14:04:27","modified_gmt":"2025-03-20T14:04:27","slug":"errores-mas-comunes-en-la-seleccion-de-talento-humano","status":"publish","type":"post","link":"https:\/\/dev-wp.evalartapp.com\/es\/blog\/errores-mas-comunes-en-la-seleccion-de-talento-humano\/","title":{"rendered":"[:en]Common mistakes in talent selection[:es]Errores m\u00e1s comunes en la selecci\u00f3n de talento humano[:pb]Erros mais comuns na sele\u00e7\u00e3o de talento humano[:]"},"content":{"rendered":"<p>[:en]In many recruitment processes, human choice is still limited to repetitive tasks with little technical participation. Hiring managers are still stuck with mountains of resumes that they cannot examine and find hundreds of candidates who lack the necessary skills for the positions they want.<\/p>\n<p>However, as companies undergo a digital transformation and cultural change, we now have the tools and technology to find the best talent for our business. Below are some common mistakes that waste time and money in recruitment processes:<\/p>\n<ul>\n<li><strong>Incorrect description of the professional profile.<\/strong><\/li>\n<\/ul>\n<p>The recruitment process begins with two key elements: the need to fill a vacancy and the achievable job profile. For various reasons, some companies decide to ignore the definition of a specific professional profile for the desired position. As a result, when they first start the selection process, they are not clear about what function the professional will perform in the position. As a result, they have not clearly established what skills and abilities candidates should be evaluated on. To adequately describe the professional profile, at least the following are needed:<\/p>\n<ul>\n<li>Giving a title to the job, as titles give an idea of what your employees should do.<\/li>\n<li>Clarifying appropriate functions for the new professional staff. To determine these, it is important to consider the results that can be achieved.<\/li>\n<li>Determining the necessary professional knowledge and experience.<\/li>\n<li>Determining the type of personality and job skills required for the position.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>Salaries not accurately determined.<\/strong><\/li>\n<\/ul>\n<p>Determining the appropriate salary for a professional cannot be done solely based on intuition or available budget. Often, the compensation offered by the company does not match the market or the required experience.<\/p>\n<p>If your offer is low, the best candidates will not be interested in your invitation or offer. Instead, you will attract people who do not have the experience you need and who cannot provide the value you need.<\/p>\n<p>When evaluating their market value, if professionals accept very low salaries, they may be aware of their low employability and the limitations of the functions they have been assigned. They may think that your company does not seek quality or does not care about providing it.<\/p>\n<p>To determine the market value of a professional, it is necessary to consult trusted colleagues or acquaintances to find out what the market is paying for the position you need to fill. With this information, you can find a range of salaries that you can fine-tune based on objective criteria such as years of experience, education, training in skills, etc.<\/p>\n<ul>\n<li><strong>Inappropriate and inefficient calls.<\/strong><\/li>\n<\/ul>\n<p>A job offer may not receive the expected response or even the minimum valid response required to start the selection process.<\/p>\n<p>It is possible that the message was not clear and therefore it is difficult to involve relevant professionals to start the selection process. This can make required candidates believe that the offer does not fit their profile or their career development goals.<\/p>\n<p>On the other hand, despite having clear communication intentions, it is possible that the company has not found the appropriate way to reach the talent it is looking for. This may mean that the professional profile of the candidate is not well established, as if it were, their habits will be known and it will be possible to identify and reflect on the means in which they look for job opportunities.<\/p>\n<p>It is also necessary to ensure that the call has reach and visibility. A company must determine the most effective way to reach the professionals it expects.<\/p>\n<ul>\n<li><strong>Inefficient time investment in reviewing resumes.<\/strong><\/li>\n<\/ul>\n<p>When receiving a large number of resumes, companies often mistakenly believe that their recruiters must manually evaluate them, which can take a lot of time.<\/p>\n<p>In addition to the wasted time, this also affects recruiters who could be using their time on tasks more related to the business.<\/p>\n<ul>\n<li><strong>Insufficient time investment in conducting and evaluating interviews.<\/strong><\/li>\n<\/ul>\n<p>In addition, if the company&#8217;s policy is to conduct multiple interviews with each candidate and a lot of internal validation, wrong investments can be made. Fear of signing an inappropriate contract is normal, and the more professional the position, the greater this fear.<\/p>\n<p>However, this translates into a loss of money, since company professionals need time to balance their work schedule and interview candidates who are not necessarily worth reaching this stage. On the other hand, this practice of wasting time can discourage job seekers and lead them to choose more flexible companies in the recruitment and selection process.<\/p>\n<p>In this situation, the company needs to clarify what points need to be evaluated and recruit to follow up on the results from the beginning of the process. This will reduce the number of interviews.<\/p>\n<ul>\n<li><strong>Not considering internal human talent.<\/strong><\/li>\n<\/ul>\n<p>Internal promotion not only helps create a good work environment, but it is also cheaper, easier, and more beneficial because the employee is already part of the company&#8217;s culture and knows how it works.<\/p>\n<ul>\n<li><strong>Recruitment is based solely on interviews.<\/strong><\/li>\n<\/ul>\n<p>People have different skills and personalities, and sometimes a candidate may seem good in an interview but may not be in reality. Therefore, it is important to take into account other evaluations, such as practical and psychometric tests, to have a more complete view of the candidate.<\/p>\n<p>Among these are <a href=\"\/\/evalart.com\/en\/pruebas-psicometricas\/\">psychometric tests<\/a>, intelligence tests,<a href=\"\/\/evalart.com\/en\/tests\/psychometric\/test-honesty-ethics-and-values-test\/\"> ethics, honesty, and values<\/a>, among others. Tests available in our <a href=\"\/\/evalart.com\/en\/tests\/\"><strong>Evalart<\/strong> catalog.<\/a><\/p>\n<ul>\n<li><strong>Establishing the same source for candidate search.<\/strong><\/li>\n<\/ul>\n<p>It is important to look for new ways to attract talent, such as job portals, social networks, agencies, or virtual or face-to-face events. But before doing so, it is necessary to understand what the position involves, what the requirements and necessary skills are. In addition, promoting the <a href=\"\/\/evalart.com\/en\/blog\/employer-branding\/\">employer brand<\/a> can be a good strategy to make the company more attractive in the proposed calls.<\/p>\n<ul>\n<li><strong>Making the selection process too long.<\/strong><\/li>\n<\/ul>\n<p>Some companies require candidates to pass 6 or more selection tests. This can mean that other companies have enough time to hire the profile you are looking for more effectively.<\/p>\n<p>Finally, as can be seen, the personnel selection processes can be tedious and with many details to analyze. Mistakes can be made, which can be prevented and prepared for to face calls for human talent in the best way.[:es]En muchos procesos de reclutamiento, la elecci\u00f3n humana a\u00fan se limita a tareas repetitivas con poca participaci\u00f3n t\u00e9cnica. Los gerentes de contrataci\u00f3n siguen atascados por monta\u00f1as de curr\u00edculos que no pueden examinar y encuentran cientos de candidatos que carecen de las habilidades necesarias para ocupar los puestos que desean.<\/p>\n<p>Sin embargo, a medida que las empresas atraviesan un proceso de transformaci\u00f3n digital y cambio cultural, ahora contamos con las herramientas y tecnolog\u00eda para encontrar el mejor talento para nuestro negocio. A continuaci\u00f3n, se mencionan algunos errores comunes que desperdician tiempo y dinero en los procesos de reclutamiento:<\/p>\n<ul>\n<li><strong>Descripci\u00f3n incorrecta del perfil profesional. <\/strong><\/li>\n<\/ul>\n<p>El proceso de reclutamiento comienza con dos elementos clave: la necesidad de cubrir una vacante y el perfil de trabajo alcanzable. Por diversas razones, algunas empresas deciden ignorar la definici\u00f3n de un perfil profesional espec\u00edfico para el puesto deseado. Por ello, cuando inician por primera vez el proceso de selecci\u00f3n, no tienen claro qu\u00e9 funci\u00f3n cumplir\u00e1 el profesional en el puesto. Como resultado, no han establecido claramente en qu\u00e9 habilidades y destrezas deben evaluarse a los candidatos. Para describir adecuadamente el perfil profesional, se necesita al menos:<\/p>\n<ul>\n<li>Darle un t\u00edtulo al puesto de trabajo, ya que los t\u00edtulos dan una idea de lo que deben hacer tus colaboradores.<\/li>\n<li>Aclarar las funciones apropiadas para el nuevo personal profesional. Para determinarlos, es importante considerar los resultados que se pueden lograr.<\/li>\n<li>Determinar los conocimientos y la experiencia profesional necesarios.<\/li>\n<li>Determinar el tipo de personalidad y las habilidades laborales requeridas para el puesto.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>Salarios no determinados con precisi\u00f3n.<\/strong><\/li>\n<\/ul>\n<p>Determinar el salario adecuado para un profesional no puede hacerse solo bas\u00e1ndose en la intuici\u00f3n o en el presupuesto disponible. A menudo, la compensaci\u00f3n que ofrece la empresa no se ajusta al mercado ni a la experiencia requerida.<\/p>\n<p>Si tu oferta es baja, los mejores candidatos no estar\u00e1n interesados en tu invitaci\u00f3n u oferta. En cambio, atraer\u00e1s a personas que no tienen la experiencia que necesitas y que no pueden proporcionar el valor que necesitas.<\/p>\n<p>Al evaluar su valor de mercado, si los profesionales aceptan salarios muy bajos, es posible que sean conscientes de su baja empleabilidad y de las limitaciones de las funciones que tienen asignadas. Pueden pensar que tu empresa no busca calidad o no se preocupa por brindarla.<\/p>\n<p>Para determinar el valor de mercado de un profesional, es necesario consultar a conocidos o colegas de confianza para conocer lo que el mercado est\u00e1 pagando por el puesto que necesitas cubrir. Con esta informaci\u00f3n, puedes encontrar un rango de salario que puedes afinar en funci\u00f3n de criterios objetivos como a\u00f1os de experiencia, educaci\u00f3n, capacitaci\u00f3n en habilidades, etc.<\/p>\n<ul>\n<li><strong>Convocatorias <\/strong><strong>inapropiadas e ineficientes.<\/strong><\/li>\n<\/ul>\n<p>Una oferta de trabajo puede no obtener la respuesta esperada o incluso la m\u00ednima respuesta v\u00e1lida requerida para iniciar el proceso de selecci\u00f3n.<\/p>\n<p>Es posible que el mensaje no haya sido claro y, por lo tanto, resulte dif\u00edcil involucrar a los profesionales relevantes para iniciar el proceso de selecci\u00f3n. Esto puede hacer que los candidatos requeridos crean que la oferta no se ajusta a su perfil ni a sus objetivos de desarrollo laboral.<\/p>\n<p>Por otro lado, a pesar de tener pretensiones de claridad en la comunicaci\u00f3n, es posible que la empresa no haya encontrado la forma adecuada de llegar al talento que busca. Esto puede significar que el perfil profesional del candidato no est\u00e1 bien establecido, ya que, si es as\u00ed, se conocer\u00e1n sus h\u00e1bitos y se podr\u00e1 identificar y reflexionar sobre los medios en los que busca oportunidades laborales.<\/p>\n<p>Tambi\u00e9n es necesario asegurarse de que la convocatoria tenga alcance y visibilidad. Una empresa debe determinar la forma m\u00e1s efectiva de llegar a los profesionales que espera.<\/p>\n<ul>\n<li><strong>Inversi\u00f3n ineficiente de tiempo en la revisi\u00f3n de hojas de vida.<\/strong><\/li>\n<\/ul>\n<p>Cuando reciben una gran cantidad de CV, las empresas a menudo creen err\u00f3neamente que sus reclutadores deben evaluarlos manualmente, lo que puede llevar mucho tiempo.<\/p>\n<p>Adem\u00e1s del tiempo perdido, esto tambi\u00e9n afecta a los reclutadores que podr\u00edan estar utilizando su tiempo en tareas m\u00e1s relacionadas con el negocio.<\/p>\n<ul>\n<li><strong>Inversi\u00f3n insuficiente de tiempo en la realizaci\u00f3n y evaluaci\u00f3n de entrevistas.<\/strong><\/li>\n<\/ul>\n<p>Adem\u00e1s, si la pol\u00edtica de la empresa es realizar m\u00faltiples entrevistas con cada candidato y una gran cantidad de validaci\u00f3n interna, se pueden realizar inversiones equivocadas. El miedo a firmar un contrato inadecuado es normal, y cuanto m\u00e1s profesional es el puesto, mayor es este temor.<\/p>\n<p>Sin embargo, esto se traduce en una p\u00e9rdida de dinero, ya que los profesionales de la empresa necesitan tiempo para equilibrar su horario de trabajo y entrevistar a candidatos que no necesariamente valen la pena llegar a esta etapa. Por otro lado, esta pr\u00e1ctica de p\u00e9rdida de tiempo puede desalentar a los buscadores de empleo y llevarlos a elegir empresas m\u00e1s flexibles en el proceso de reclutamiento y selecci\u00f3n.<\/p>\n<p>Ante esta situaci\u00f3n, la empresa necesita aclarar qu\u00e9 puntos necesitan ser evaluados y reclutar para dar seguimiento a los resultados desde el inicio del proceso. Esto reducir\u00e1 el n\u00famero de entrevistas.&nbsp;<\/p>\n<ul>\n<li><strong>No considerar el talento humano interno. &nbsp;<\/strong><\/li>\n<\/ul>\n<p>La promoci\u00f3n interna no solo ayuda a crear un buen ambiente de trabajo, sino que tambi\u00e9n es m\u00e1s barata, f\u00e1cil y beneficiosa porque el empleado ya forma parte de la cultura de la empresa y sabe c\u00f3mo funciona.<\/p>\n<ul>\n<li><strong>El reclutamiento se basa \u00fanicamente en entrevistas.<\/strong><\/li>\n<\/ul>\n<p>Las personas tienen diferentes habilidades y personalidades, y a veces un candidato puede parecer bueno en una entrevista, pero puede no ser as\u00ed en la realidad. Por lo tanto, es importante tomar en cuenta otras evaluaciones, como pruebas pr\u00e1cticas y psicom\u00e9tricas, para tener una visi\u00f3n m\u00e1s completa del candidato.<\/p>\n<p>Entre estas se destacan <a href=\"\/\/evalart.com\/es\/blog\/pruebas-psicometricas\/\">pruebas psicot\u00e9cnicas<\/a>, de inteligencia, <a href=\"\/\/evalart.com\/es\/tests\/psicometricos\/prueba-de-honestidad-etica-y-valores\/\">\u00e9tica, honestidad y valores<\/a>, entre otras. Pruebas disponibles en nuestro <a href=\"\/\/evalart.com\/es\/tests\/\">catalogo de <strong>Evalart<\/strong><\/a>.<\/p>\n<ul>\n<li><strong>Establecer la misma fuente para la b\u00fasqueda de candidatos.<\/strong><\/li>\n<\/ul>\n<p>Es importante buscar nuevas formas de atraer talento, como portales de empleo, redes sociales, agencias o eventos virtuales o presenciales. Pero antes de hacerlo, es necesario entender qu\u00e9 implica el puesto, cu\u00e1les son los requisitos y habilidades necesarias. Adem\u00e1s, dar a conocer la <a href=\"\/\/evalart.com\/es\/blog\/employer-branding\/\">marca de empleador<\/a> puede ser una buena estrategia para hacer que la empresa sea m\u00e1s atractiva en las convocatorias planteadas.<\/p>\n<ul>\n<li><strong>Hacer que el proceso de selecci\u00f3n sea demasiado largo.<\/strong><\/li>\n<\/ul>\n<p>Algunas empresas exigen que los candidatos pasen 6 o m\u00e1s pruebas de selecci\u00f3n. Esto puede significar que otras empresas tengan tiempo suficiente para contratar al perfil que est\u00e1s buscando de manera m\u00e1s efectiva.<\/p>\n<p>Finalmente, como se puede evidenciar, los procesos de selecci\u00f3n de personal pueden ser tediosos y con muchos detalles a analizar. Se pueden cometer errores de los cuales es posible estar prevenido y preparado para afrontar las convocatorias de talento humano de la mejor manera.[:pb]Em muitos processos de recrutamento, a escolha humana ainda se limita a tarefas repetitivas com pouca participa\u00e7\u00e3o t\u00e9cnica. Os gerentes de contrata\u00e7\u00e3o continuam presos por montanhas de curr\u00edculos que n\u00e3o conseguem examinar e encontram centenas de candidatos que carecem das habilidades necess\u00e1rias para ocupar os cargos que desejam.<\/p>\n<p>No entanto, \u00e0 medida que as empresas passam por um processo de transforma\u00e7\u00e3o digital e mudan\u00e7a cultural, agora contamos com as ferramentas e tecnologia para encontrar o melhor talento para nosso neg\u00f3cio. Abaixo, mencionamos alguns erros comuns que desperdi\u00e7am tempo e dinheiro nos processos de recrutamento:<\/p>\n<ul>\n<li><strong>Descri\u00e7\u00e3o incorreta do perfil profissional.<\/strong><\/li>\n<\/ul>\n<p>O processo de recrutamento come\u00e7a com dois elementos-chave: a necessidade de preencher uma vaga e o perfil de trabalho alcan\u00e7\u00e1vel. Por diversas raz\u00f5es, algumas empresas decidem ignorar a defini\u00e7\u00e3o de um perfil profissional espec\u00edfico para o cargo desejado. Por isso, quando iniciam pela primeira vez o processo de sele\u00e7\u00e3o, n\u00e3o t\u00eam claro qual fun\u00e7\u00e3o o profissional ocupar\u00e1 no cargo. Como resultado, n\u00e3o estabeleceram claramente em quais habilidades e compet\u00eancias os candidatos devem ser avaliados. Para descrever adequadamente o perfil profissional, \u00e9 necess\u00e1rio pelo menos:<\/p>\n<ul>\n<li>Atribuir um t\u00edtulo ao cargo de trabalho, pois os t\u00edtulos d\u00e3o uma ideia do que seus colaboradores devem fazer.<\/li>\n<li>Especificar as fun\u00e7\u00f5es apropriadas para o novo pessoal profissional. Para determin\u00e1-los, \u00e9 importante considerar os resultados que podem ser alcan\u00e7ados.<\/li>\n<li>Determinar os conhecimentos e a experi\u00eancia profissional necess\u00e1rios.<\/li>\n<li>Determinar o tipo de personalidade e habilidades laborais exigidas para o cargo.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>Sal\u00e1rios n\u00e3o determinados com precis\u00e3o.<\/strong><\/li>\n<\/ul>\n<p>Determinar o sal\u00e1rio adequado para um profissional n\u00e3o pode ser feito apenas com base na intui\u00e7\u00e3o ou no or\u00e7amento dispon\u00edvel. Frequentemente, a compensa\u00e7\u00e3o oferecida pela empresa n\u00e3o est\u00e1 de acordo com o mercado ou com a experi\u00eancia necess\u00e1ria.<\/p>\n<p>Se a sua oferta for baixa, os melhores candidatos n\u00e3o estar\u00e3o interessados na sua convoca\u00e7\u00e3o ou oferta. Em vez disso, voc\u00ea atrair\u00e1 pessoas que n\u00e3o possuem a experi\u00eancia de que voc\u00ea precisa e que n\u00e3o podem fornecer o valor de que voc\u00ea precisa.<\/p>\n<p>Ao avaliar o seu valor de mercado, se os profissionais aceitarem sal\u00e1rios muito baixos, eles podem estar cientes da sua baixa empregabilidade e das limita\u00e7\u00f5es das fun\u00e7\u00f5es que lhes foram atribu\u00eddas. Eles podem pensar que a sua empresa n\u00e3o busca qualidade ou n\u00e3o se preocupa em fornec\u00ea-la.<\/p>\n<p>Para determinar o valor de mercado de um profissional, \u00e9 necess\u00e1rio consultar conhecidos ou colegas de confian\u00e7a para saber o que o mercado est\u00e1 pagando pelo cargo que voc\u00ea precisa preencher. Com essa informa\u00e7\u00e3o, voc\u00ea pode encontrar um intervalo de sal\u00e1rio que pode ser ajustado com base em crit\u00e9rios objetivos, como anos de experi\u00eancia, educa\u00e7\u00e3o, treinamento em habilidades, etc.<\/p>\n<ul>\n<li><strong>Chamadas inapropriadas e ineficientes.<\/strong><\/li>\n<\/ul>\n<p>Uma oferta de emprego pode n\u00e3o receber a resposta esperada ou at\u00e9 mesmo a resposta m\u00ednima v\u00e1lida necess\u00e1ria para iniciar o processo de sele\u00e7\u00e3o.<\/p>\n<p>\u00c9 poss\u00edvel que a mensagem n\u00e3o tenha sido clara e, portanto, seja dif\u00edcil envolver os profissionais relevantes para iniciar o processo de sele\u00e7\u00e3o. Isso pode fazer com que os candidatos necess\u00e1rios acreditem que a oferta n\u00e3o se ajusta ao seu perfil ou aos seus objetivos de desenvolvimento profissional.<\/p>\n<p>Por outro lado, apesar de ter a pretens\u00e3o de clareza na comunica\u00e7\u00e3o, \u00e9 poss\u00edvel que a empresa n\u00e3o tenha encontrado a forma adequada de chegar ao talento que procura. Isso pode significar que o perfil profissional do candidato n\u00e3o est\u00e1 bem estabelecido, pois, se assim for, os h\u00e1bitos dele ser\u00e3o conhecidos e poder\u00e3o ser identificados e refletidos sobre os meios pelos quais ele procura oportunidades de trabalho.<\/p>\n<p>\u00c9 necess\u00e1rio tamb\u00e9m garantir que o chamado tenha alcance e visibilidade. Uma empresa deve determinar a forma mais eficaz de chegar aos profissionais que espera.<\/p>\n<ul>\n<li><strong>Invers\u00e3o ineficiente de tempo na revis\u00e3o de curr\u00edculos.<\/strong><\/li>\n<\/ul>\n<p>Al\u00e9m disso, se a pol\u00edtica da empresa \u00e9 realizar m\u00faltiplas entrevistas com cada candidato e uma grande quantidade de valida\u00e7\u00e3o interna, podem ser feitas investimentos incorretos. O medo de assinar um contrato inapropriado \u00e9 normal, e quanto mais profissional \u00e9 o cargo, maior \u00e9 este medo.<\/p>\n<p>No entanto, isso resulta em perda de dinheiro, j\u00e1 que os profissionais da empresa precisam de tempo para equilibrar seu hor\u00e1rio de trabalho e entrevistar candidatos que nem sempre valem a pena chegar a essa etapa. Por outro lado, essa pr\u00e1tica de perda de tempo pode desencorajar os procuradores de emprego e lev\u00e1-los a escolher empresas mais flex\u00edveis no processo de recrutamento e sele\u00e7\u00e3o.<\/p>\n<p>Diante dessa situa\u00e7\u00e3o, a empresa precisa esclarecer quais pontos precisam ser avaliados e recrutar para acompanhar os resultados desde o in\u00edcio do processo. Isso reduzir\u00e1 o n\u00famero de entrevistas.<\/p>\n<ul>\n<li><strong>No considerar o talento humano interno. <\/strong><\/li>\n<\/ul>\n<p>A promo\u00e7\u00e3o interna n\u00e3o apenas ajuda a criar um ambiente de trabalho positivo, mas tamb\u00e9m \u00e9 mais barata, f\u00e1cil e beneficiosa, pois o funcion\u00e1rio j\u00e1 faz parte da cultura da empresa e sabe como ela funciona.<\/p>\n<ul>\n<li><strong>Recrutamento baseia-se apenas em entrevistas.<\/strong><\/li>\n<\/ul>\n<p>As pessoas t\u00eam habilidades e personalidades diferentes, e \u00e0s vezes um candidato pode parecer bom em uma entrevista, mas isso pode n\u00e3o ser verdade na realidade. Portanto, \u00e9 importante levar em conta outras avalia\u00e7\u00f5es, como testes pr\u00e1ticos e psicom\u00e9tricos, para ter uma vis\u00e3o mais completa do candidato.<\/p>\n<p>Entre essas, destacam-se <a href=\"\/\/evalart.com\/pb\/pruebas-psicometricas\/\">testes psicot\u00e9cnicos<\/a>, de <a href=\"\/\/evalart.com\/pb\/tests\/psicometricos-4\/test-teste-de-honestidade-etica-e-valores\/\">intelig\u00eancia, \u00e9tica, honestidade e valores<\/a>, entre outros. Testes dispon\u00edveis em nosso <a href=\"\/\/evalart.com\/pb\/tests\/\">cat\u00e1logo de <strong>Evalart<\/strong>.<\/a><\/p>\n<ul>\n<li><strong>Estabelecer a mesma fonte para a busca de candidatos.<\/strong><\/li>\n<\/ul>\n<p>\u00c9 importante procurar novas formas de atrair talento, como portais de emprego, redes sociais, ag\u00eancias ou eventos virtuais ou presenciais. Mas antes de faz\u00ea-lo, \u00e9 necess\u00e1rio entender o que implica o cargo, quais s\u00e3o os requisitos e habilidades necess\u00e1rios. Al\u00e9m disso, divulgar a marca de empregador pode ser uma boa estrat\u00e9gia para tornar a empresa mais atrativa nas convoca\u00e7\u00f5es propostas.<\/p>\n<ul>\n<li><strong>Fazer o processo de sele\u00e7\u00e3o ser muito longo.<\/strong><\/li>\n<\/ul>\n<p>Algumas empresas exigem que os candidatos passem 6 ou mais testes de sele\u00e7\u00e3o. Isso pode significar que outras empresas tenham tempo suficiente para contratar o perfil que voc\u00ea est\u00e1 procurando de forma mais eficaz.<\/p>\n<p>Finalmente, como pode ser evidenciado, os processos de sele\u00e7\u00e3o de pessoal podem ser tediosos e com muitos detalhes a serem analisados. \u00c9 poss\u00edvel cometer erros dos quais \u00e9 poss\u00edvel estar preparado e preparado para enfrentar as convoca\u00e7\u00f5es de talento humano da melhor maneira[:]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>[:en]In many recruitment processes, human choice is still limited to repetitive tasks with little technical participation. 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