{"id":2798,"date":"2023-02-01T16:40:35","date_gmt":"2023-02-01T16:40:35","guid":{"rendered":"https:\/\/dev-wp.evalartapp.com\/?p=2798"},"modified":"2025-03-20T14:45:48","modified_gmt":"2025-03-20T14:45:48","slug":"por-que-contratar-estudiantes-sin-experiencia-laboral","status":"publish","type":"post","link":"https:\/\/dev-wp.evalartapp.com\/es\/blog\/por-que-contratar-estudiantes-sin-experiencia-laboral\/","title":{"rendered":"[:en]Why hire students with no work experience?[:es]\u00bfPor qu\u00e9 contratar estudiantes sin experiencia laboral?[:pb]Por que contratar estudantes sem experi\u00eancia profissional?[:]"},"content":{"rendered":"<p>[:en]The current talent market is highly competitive. While there may be many qualified people for some positions, it can be more difficult to find the right candidate for others. This is where the importance of a good <a href=\"\/\/evalart.com\/en\/blog\/que-tan-importante-es-la-busqueda-de-candidatos\/\">candidate search<\/a> comes in.<\/p>\n<p>Finding people with the talent, experience, and knowledge, among other factors such as soft skills, that align with the positions being sought in the company. If this is done properly, it ensures that there will always be a suitable pool of candidates to go through the necessary selection process and <a href=\"\/\/evalart.com\/en\/\">tests<\/a> that lead to the hiring of the right person.<\/p>\n<p>Employers are known to place heavy emphasis on experience when searching for new employees. They want to ensure that the candidate has the necessary skills to perform their tasks. Additionally, an experienced employee can improve the company&#8217;s image and identity. However, this focus on experience can be detrimental to young people without experience or recent graduates looking for an opportunity. If you are a recruiter and have doubts about hiring someone without experience, here are important reasons that could change your perspective.<\/p>\n<ul>\n<li><strong>They are eager to work and acquire knowledge.<\/strong><\/li>\n<\/ul>\n<p>Young people without experience tend to show a greater enthusiasm in their jobs. Their motivation is a key factor in their good performance in many of their tasks. Although they may make more mistakes, they also have a great willingness to learn, which in a short time becomes a great advantage for the dynamism of their department.<\/p>\n<ul>\n<li><strong>Despite lacking experience, they are highly committed.<\/strong><\/li>\n<\/ul>\n<p>One of the greatest strengths of young people without experience is their way of thinking and decision-making. They are not deterred by obstacles in their mission to work. They are highly committed to their superiors and the company, and see this as their first professional challenge and opportunity.<\/p>\n<ul>\n<li><strong>They have a highly adaptable and flexible mindset.<\/strong><\/li>\n<\/ul>\n<p>Their attitude is very positive and they are open to receiving feedback on their work. They rarely take workplace criticisms personally and are willing to accept them. They are willing to perform tasks that a worker with experience may reject for different reasons. Young people want to be valued and considered in the workplace.<\/p>\n<ul>\n<li><strong>They do not have negative habits due to their lack of experience.<\/strong><\/li>\n<\/ul>\n<p>One of the biggest challenges in hiring young people without experience is precisely that, the lack of experience. They have not yet adopted bad practices, nor have they been influenced by situations that may affect their work. This includes not only their performance in tasks, but also their way of thinking, their ability to work as a team, and their work personality.<\/p>\n<ul>\n<li><strong>They bring innovative solutions that improve existing processes.<\/strong><\/li>\n<\/ul>\n<p>Despite what you may think, young people often have a positive attitude and are willing to contribute. Although their opinions may not be accurate at first, over time and as they become familiar with the company&#8217;s work process, they will bring innovative ideas.<\/p>\n<p>In addition to all these factors, the company can foster the <a href=\"\/\/evalart.com\/en\/blog\/que-es-la-motivacion-laboral\/\">workplace motivation<\/a> of experienced employees and also provide new colleagues with a positive outlook that makes them feel grateful and willing to give their best to meet expectations.<\/p>\n<ul>\n<li><strong>Innovation ability.<\/strong><\/li>\n<\/ul>\n<p>Young people have acquired valuable skills through their online consumption practices, such as the use of social networks, video games, virtual reality, and streaming platforms. These digital behaviors have given them a great capacity for innovation, freshness in their ideas, and proficiency in creating audiovisual content. Hiring young people without work experience but with these skills can be highly advantageous for companies in terms of creating new methodologies, services, and products.<\/p>\n<ul>\n<li><strong>Desire to establish human connections.<\/strong><\/li>\n<\/ul>\n<p>Although some young people may have insecurities about their soft skills and experience anxiety, they are always willing to communicate in person and eager to get to know their teams face-to-face. By fostering leadership and identifying high-potential growth prospects.<\/p>\n<p><strong>Recommendations for recruiters and employers when hiring young people.<\/strong><\/p>\n<p>Choosing among inexperienced young people seeking to develop themselves is a challenge, so we provide the following tips to keep in mind for the recruitment and selection processes.<\/p>\n<ul>\n<li><strong>Use game-based tests for evaluation.<\/strong><\/li>\n<\/ul>\n<p>Artificial Intelligence allows inexperienced young people to demonstrate their potential. Game-based evaluations are an effective way to measure cognitive skills and emotional-behavioral traits of the candidates. These games, based on neuroscience and behavioral sciences, process the collected data to provide immediate information about the applicants.<\/p>\n<ul>\n<li><a href=\"\/\/evalart.com\/en\/blog\/seleccion-de-personal-por-competencias\/\"><strong>Selection by competencies.<\/strong><\/a><\/li>\n<\/ul>\n<p>Competency-based selection is an advanced process aimed at finding personnel for key positions, based on specific professional skills. There are certain positions that, due to their characteristics, responsibilities, and added value, require professionals with certain qualities. A traditional selection may not be sufficient in these cases.<\/p>\n<ul>\n<li><strong>Adopt a technological perspective.<\/strong><\/li>\n<\/ul>\n<p>If you want to hire young people, integrate technology into the entire process, from the search to their daily work. They are part of the centennial generation and they like technological environments.<\/p>\n<ul>\n<li><strong>Promote a sense of belonging in the workplace.<\/strong><\/li>\n<\/ul>\n<p>If you are looking to hire young people for a remote work team, it is important to promote their sense of belonging. Since it can be difficult to feel part of a group when you are working in isolation without the possibility of sharing experiences with your colleagues in person, it is crucial that the team leader let the new talent know that they can count on the support and communication of the leaders and team members.<\/p>\n<ul>\n<li><strong>Guiding them in their first Job.<\/strong><\/li>\n<\/ul>\n<p>In summary, introducing the team through a video conference, providing them with the opportunity to ask questions and giving them initial responsibilities is important for their integration into the team and for their learning. Guidance is key to the success of a new employee, especially in a remote work environment, where it is necessary to ensure that the proper resources are provided to maintain effective communication.<\/p>\n<p>To conclude, students should not be dismissed due to lack of experience. Today&#8217;s youth are capable of multitasking, learn quickly and have a good understanding of technology.[:es]El mercado actual de recursos humanos es muy competitivo, y aunque para algunos puestos haya una gran cantidad de personas aptas para ocuparlos, para otros es m\u00e1s dif\u00edcil encontrar la persona adecuada. Por esta raz\u00f3n, la <a href=\"\/\/evalart.com\/es\/blog\/que-tan-importante-es-la-busqueda-de-candidatos\/\">b\u00fasqueda efectiva de candidatos<\/a> es fundamental.<\/p>\n<p>Encontrar a esas personas con el talento, la experiencia y conocimiento, entre otros factores como las habilidades blandas, que se alinean con los puestos que se encuentran buscando en la empresa.&nbsp; Si esto se realiza de una forma adecuada, se garantiza que siempre se tendr\u00e1 una fuente adecuada de candidatos con los que se puede realizar el proceso y las <a href=\"\/\/evalart.com\/es\/\">pruebas de selecci\u00f3n<\/a>&nbsp;necesarias que llevan a la contrataci\u00f3n &nbsp;de la persona indicada.<\/p>\n<p>Se conoce que los empleadores ponen mucho \u00e9nfasis en la experiencia cuando buscan nuevos empleados. Quieren asegurarse de que el candidato tenga las habilidades necesarias para desempe\u00f1ar sus tareas. Adem\u00e1s, un empleado con experiencia puede mejorar la imagen y la identidad de la empresa. Sin embargo, este enfoque en la experiencia puede ser perjudicial para j\u00f3venes sin experiencia o reci\u00e9n graduados que buscan una oportunidad. Si eres un reclutador y tienes dudas sobre contratar a alguien sin experiencia, aqu\u00ed traemos a relaci\u00f3n razones importantes que podr\u00edan cambiar tu perspectiva.<\/p>\n<ul>\n<li><strong>Est\u00e1n deseosos de trabajar y adquirir conocimientos.<\/strong><\/li>\n<\/ul>\n<p>Los j\u00f3venes sin experiencia tienden a mostrar un mayor entusiasmo en sus trabajos. Su motivaci\u00f3n es un factor clave en el buen desempe\u00f1o de muchas de sus tareas. Aunque pueden cometer m\u00e1s errores, tambi\u00e9n tienen una gran disposici\u00f3n a aprender, lo que en poco tiempo se convierte en una gran ventaja para el dinamismo de su departamento.<\/p>\n<ul>\n<li><strong>A pesar de no tener experiencia, son altamente comprometidos.<\/strong><\/li>\n<\/ul>\n<p>Una de las mayores fortalezas de los j\u00f3venes sin experiencia es su forma de pensar y tomar decisiones. No se dejan detener por obst\u00e1culos en su misi\u00f3n de trabajar. Est\u00e1n muy comprometidos con sus superiores y con la empresa, y ven en esta su primer desaf\u00edo y oportunidad profesional.<\/p>\n<ul>\n<li><strong>Tienen una mentalidad muy adaptable y flexible.<\/strong><\/li>\n<\/ul>\n<p>Su actitud es muy positiva y est\u00e1n abiertos a recibir comentarios sobre su trabajo. Raramente toman cr\u00edticas laborales de manera personal y est\u00e1n dispuestos a aceptarlas. Est\u00e1n dispuestos a realizar tareas que un trabajador con experiencia puede rechazar por diferentes razones. Los j\u00f3venes quieren ser valorados y considerados en el trabajo.<\/p>\n<ul>\n<li><strong>No tienen h\u00e1bitos negativos debido a su falta de experiencia.<\/strong><\/li>\n<\/ul>\n<p>Uno de los mayores desaf\u00edos al contratar a j\u00f3venes sin experiencia es precisamente eso, la falta de experiencia. A\u00fan no han adoptado malas pr\u00e1cticas, ni han sido influenciados por situaciones que puedan afectar su trabajo. Esto incluye no solo su rendimiento en las tareas, sino tambi\u00e9n su forma de pensar, su capacidad de trabajar en equipo y su personalidad laboral.<\/p>\n<ul>\n<li><strong>Aportan soluciones innovadoras que mejoran los procesos existentes.<\/strong><\/li>\n<\/ul>\n<p>A pesar de lo que puedas pensar, los j\u00f3venes suelen tener una actitud positiva y est\u00e1n dispuestos a contribuir. Aunque sus opiniones puedan no ser precisas al principio, con el tiempo y a medida que conozcan el proceso de trabajo de la empresa, aportar\u00e1n ideas innovadoras.<\/p>\n<p>Adem\u00e1s de todos estos factores, la empresa puede fomentar la <a href=\"\/\/evalart.com\/es\/blog\/que-es-la-motivacion-laboral\/\">motivaci\u00f3n laboral<\/a> de los empleados con experiencia y tambi\u00e9n brindar a los nuevos colaboradores una perspectiva positiva que los haga sentir agradecidos y dispuestos a dar lo mejor de s\u00ed para cumplir las expectativas.<\/p>\n<ul>\n<li>\n<div class=\"w-full border-b border-black\/10 dark:border-gray-900\/50 text-gray-800 dark:text-gray-100 group bg-gray-50 dark:bg-[#444654]\">\n<div class=\"text-base gap-4 md:gap-6 m-auto md:max-w-2xl lg:max-w-2xl xl:max-w-3xl p-4 md:py-6 flex lg:px-0\">\n<div class=\"relative flex w-[calc(100%-50px)] flex-col gap-1 md:gap-3 lg:w-[calc(100%-115px)]\">\n<div class=\"flex flex-grow flex-col gap-3\">\n<div class=\"min-h-[20px] flex flex-col items-start gap-4 whitespace-pre-wrap\">\n<div class=\"markdown prose w-full break-words dark:prose-invert light\">\n<p><strong>Habilidad para ser innovadores.<\/strong><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/li>\n<\/ul>\n<p>Los j\u00f3venes han adquirido habilidades valiosas a trav\u00e9s de sus pr\u00e1cticas de consumo en l\u00ednea, como el uso de redes sociales, videojuegos, realidad virtual y plataformas de streaming. Estos comportamientos digitales les han otorgado una gran capacidad de innovaci\u00f3n, frescura en sus ideas y habilidad en la creaci\u00f3n de contenido audiovisual. Contratar a j\u00f3venes sin experiencia laboral, pero con estas habilidades puede ser muy ventajoso para las empresas en t\u00e9rminos de creaci\u00f3n de nuevas metodolog\u00edas, servicios y productos.<\/p>\n<ul>\n<li><strong>Desean establecer conexiones humanas.<\/strong><\/li>\n<\/ul>\n<p>Aunque algunos j\u00f3venes tienen inseguridades en cuanto a sus habilidades blandas y experimentan ansiedad, siempre est\u00e1n dispuestos a comunicarse en persona y tienen ganas de conocer a sus equipos de manera presencial. Fomentando el liderazgo e identificando prospectos con un alto potencial de crecimiento.<\/p>\n<p><strong>Recomendaciones para los reclutadores y empleadores al contratar a j\u00f3venes.<\/strong><\/p>\n<p>C\u00f3mo escoger entre los j\u00f3venes sin experiencia que buscan desarrollarse es un reto, por ende, aportamos los siguientes consejos a tener en cuenta para los procesos de reclutamiento y selecci\u00f3n.<\/p>\n<div class=\"w-full border-b border-black\/10 dark:border-gray-900\/50 text-gray-800 dark:text-gray-100 group bg-gray-50 dark:bg-[#444654]\">\n<div class=\"text-base gap-4 md:gap-6 m-auto md:max-w-2xl lg:max-w-2xl xl:max-w-3xl p-4 md:py-6 flex lg:px-0\">\n<div class=\"relative flex w-[calc(100%-50px)] flex-col gap-1 md:gap-3 lg:w-[calc(100%-115px)]\">\n<div class=\"flex flex-grow flex-col gap-3\">\n<div class=\"min-h-[20px] flex flex-col items-start gap-4 whitespace-pre-wrap\">\n<div class=\"markdown prose w-full break-words dark:prose-invert light\">\n<ul>\n<li><strong>Utiliza pruebas basadas en juegos para evaluar.<\/strong><\/li>\n<\/ul>\n<p>La Inteligencia Artificial permite a los j\u00f3venes sin experiencia laboral demostrar su potencial. Las evaluaciones basadas en juegos son una forma efectiva de medir habilidades cognitivas y rasgos emocionales-conductuales de los candidatos. Estos juegos, basados en la neurociencia y ciencias del comportamiento, procesan los datos recogidos para brindar informaci\u00f3n inmediata sobre los postulantes.<\/p>\n<ul>\n<li><a href=\"\/\/evalart.com\/es\/blog\/seleccion-de-personal-por-competencias\/\"><strong><strong>Selecci\u00f3n de personal por competencias.<\/strong><\/strong><\/a><\/li>\n<\/ul>\n<p>La selecci\u00f3n por competencias es un proceso avanzado con el objetivo de encontrar personal para puestos clave, bas\u00e1ndose en habilidades profesionales espec\u00edficas. Hay ciertos puestos que, debido a sus caracter\u00edsticas, responsabilidades y valor aportado, requieren de profesionales con ciertas cualidades. Una selecci\u00f3n tradicional podr\u00eda no ser suficiente en estos casos.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<ul>\n<li><strong>Adopta una perspectiva tecnol\u00f3gica.<\/strong><\/li>\n<\/ul>\n<p>Si quieres contratar a j\u00f3venes integra la tecnolog\u00eda en todo el proceso, desde la b\u00fasqueda hasta su d\u00eda a d\u00eda laboral. Son parte de la generaci\u00f3n centennial y les gustan los ambientes tecnol\u00f3gicos.<\/p>\n<ul>\n<li><strong>Fomenta el sentido de pertenencia en el trabajo.<\/strong><\/li>\n<\/ul>\n<p>Si est\u00e1s buscando contratar j\u00f3venes para un equipo de trabajo remoto, es importante fomentar su sentido de pertenencia. Ya que puede ser dif\u00edcil sentirse parte de un grupo cuando est\u00e1s trabajando de manera aislada, sin la posibilidad de compartir experiencias con tus colegas en persona. Por eso, es crucial que el l\u00edder del equipo haga saber al nuevo talento que puede contar con el apoyo y la comunicaci\u00f3n de los l\u00edderes y miembros del equipo.<\/p>\n<ul>\n<li><strong>Orientarlos en su primer trabajo.<\/strong><\/li>\n<\/ul>\n<p>En resumen, presentar al equipo a trav\u00e9s de una videoconferencia, brindarles la oportunidad de resolver dudas y entregarles responsabilidades iniciales es importante para su integraci\u00f3n al equipo y para su aprendizaje. La gu\u00eda es clave para el \u00e9xito de un nuevo colaborador, especialmente en un entorno de trabajo remoto, donde es necesario asegurarse de proporcionar los recursos adecuados para mantener una comunicaci\u00f3n efectiva.<\/p>\n<p>Para cerrar, no se deben descartar a los estudiantes por la falta de experiencia. Los j\u00f3venes actuales son capaces de realizar varias tareas a la vez, aprenden r\u00e1pidamente y tienen una buena comprensi\u00f3n de la tecnolog\u00eda.[:pb]O mercado de talentos atual \u00e9 altamente competitivo e, enquanto algumas posi\u00e7\u00f5es podem ter muitas pessoas qualificadas para as preencher, outras podem ser mais dif\u00edceis de encontrar o candidato adequado. \u00c9 aqui que reside a import\u00e2ncia de uma boa <a href=\"\/\/evalart.com\/pb\/blog\/que-tan-importante-es-la-busqueda-de-candidatos\/\">busca de candidatos.<\/a><\/p>\n<p>Encontrar pessoas com talento, experi\u00eancia, conhecimento, entre outros fatores, como habilidades interpessoais, que se alinham \u00e0s posi\u00e7\u00f5es que a empresa est\u00e1 procurando. Se feito de forma adequada, isso garante que sempre haver\u00e1 uma fonte adequada de candidatos para o processo de sele\u00e7\u00e3o e os <a href=\"\/\/evalart.com\/pb\/\">testes<\/a> necess\u00e1rios que levam \u00e0 contrata\u00e7\u00e3o da pessoa certa.<\/p>\n<p>Os empregadores costumam enfatizar muito a experi\u00eancia ao procurar novos funcion\u00e1rios. Eles querem se assegurar de que o candidato tenha as habilidades necess\u00e1rias para desempenhar suas tarefas. Al\u00e9m disso, um funcion\u00e1rio com experi\u00eancia pode melhorar a imagem e a identidade da empresa. No entanto, este enfoque na experi\u00eancia pode ser prejudicial para jovens sem experi\u00eancia ou rec\u00e9m-formados que procuram uma oportunidade. Se voc\u00ea \u00e9 um recrutador e tem d\u00favidas sobre contratar algu\u00e9m sem experi\u00eancia, aqui listamos raz\u00f5es importantes que podem mudar sua perspectiva.<\/p>\n<ul>\n<li><strong>Eles est\u00e3o ansiosos para trabalhar e adquirir conhecimento.<\/strong><\/li>\n<\/ul>\n<p>Jovens sem experi\u00eancia tendem a mostrar maior entusiasmo em seus trabalhos. Sua motiva\u00e7\u00e3o \u00e9 um fator chave no bom desempenho de muitas de suas tarefas. Embora possam cometer mais erros, tamb\u00e9m t\u00eam uma grande disposi\u00e7\u00e3o para aprender, o que em pouco tempo se transforma em uma grande vantagem para o dinamismo do seu departamento.<\/p>\n<ul>\n<li><strong>Apesar de n\u00e3o terem experi\u00eancia, eles s\u00e3o altamente comprometidos.<\/strong><\/li>\n<\/ul>\n<p>Uma das maiores for\u00e7as dos jovens sem experi\u00eancia \u00e9 sua forma de pensar e tomar decis\u00f5es. Eles n\u00e3o se deixam impedir por obst\u00e1culos em sua miss\u00e3o de trabalhar. Eles est\u00e3o muito comprometidos com seus superiores e com a empresa, e veem nisso a sua primeira oportunidade e desafio profissional.<\/p>\n<ul>\n<li><strong>Eles possuem uma mentalidade altamente adapt\u00e1vel e flex\u00edvel.<\/strong><\/li>\n<\/ul>\n<p>Sua atitude \u00e9 muito positiva e eles est\u00e3o abertos a receber coment\u00e1rios sobre seu trabalho. Raramente levam cr\u00edticas profissionais de forma pessoal e est\u00e3o dispostos a aceit\u00e1-las. Eles est\u00e3o dispostos a realizar tarefas que um trabalhador com experi\u00eancia pode rejeitar por diferentes motivos. Os jovens querem ser valorizados e considerados no trabalho.<\/p>\n<ul>\n<li><strong>N\u00e3o t\u00eam h\u00e1bitos negativos devido \u00e0 falta de experi\u00eancia.<\/strong><\/li>\n<\/ul>\n<p>Um dos maiores desafios ao contratar jovens sem experi\u00eancia \u00e9 exatamente isso, a falta de experi\u00eancia. Eles ainda n\u00e3o adotaram m\u00e1s pr\u00e1ticas, nem foram influenciados por situa\u00e7\u00f5es que possam afetar seu trabalho. Isso inclui n\u00e3o s\u00f3 sua performance nas tarefas, mas tamb\u00e9m sua forma de pensar, capacidade de trabalhar em equipe e personalidade profissional.<\/p>\n<ul>\n<li><strong>Eles trazem solu\u00e7\u00f5es inovadoras que melhoram os processos existentes.<\/strong><\/li>\n<\/ul>\n<p>Apesar do que voc\u00ea possa pensar, jovens geralmente t\u00eam uma atitude positiva e est\u00e3o dispostos a contribuir. Embora suas opini\u00f5es possam n\u00e3o ser precisas no come\u00e7o, com o tempo e \u00e0 medida que conhe\u00e7am o processo de trabalho da empresa, eles trar\u00e3o ideias inovadoras.<\/p>\n<p>Al\u00e9m de todos esses fatores, a empresa pode fomentar a <a href=\"\/\/evalart.com\/pb\/blog\/que-es-la-motivacion-laboral\/\">motiva\u00e7\u00e3o trabalhista<\/a> dos funcion\u00e1rios com experi\u00eancia e tamb\u00e9m fornecer aos novos colaboradores uma perspectiva positiva que os fa\u00e7a sentir agradecidos e dispostos a dar o melhor de si para atender \u00e0s expectativas.<\/p>\n<ul>\n<li><strong>Habilidade para ser inovadores.<\/strong><\/li>\n<\/ul>\n<p>Jovens adquiriram habilidades valiosas atrav\u00e9s de suas pr\u00e1ticas de consumo online, como o uso de redes sociais, jogos eletr\u00f4nicos, realidade virtual e plataformas de streaming. Esses comportamentos digitais lhes deram uma grande capacidade de inova\u00e7\u00e3o, ideias frescas e habilidade na cria\u00e7\u00e3o de conte\u00fado audiovisual. Contratar jovens sem experi\u00eancia laboral, mas com essas habilidades, pode ser muito vantajoso para as empresas em termos de cria\u00e7\u00e3o de novas metodologias, servi\u00e7os e produtos.<\/p>\n<ul>\n<li><strong>Desejam estabelecer conex\u00f5es humanas.<\/strong><\/li>\n<\/ul>\n<p>Embora alguns jovens tenham inseguran\u00e7as quanto \u00e0s suas habilidades interpessoais e experimentem ansiedade, eles sempre est\u00e3o dispostos a se comunicar pessoalmente e desejam conhecer seus times de maneira presencial. Fomentando o lideran\u00e7a e identificando prospectos com alto potencial de crescimento.<\/p>\n<p><strong>Recomenda\u00e7\u00f5es para recrutadores e empregadores ao contratar jovens.<\/strong><\/p>\n<p>Como escolher entre os jovens sem experi\u00eancia que procuram se desenvolver \u00e9 um desafio, portanto, fornecemos as seguintes dicas a serem consideradas para os processos de recrutamento e sele\u00e7\u00e3o.<\/p>\n<ul>\n<li><strong>Utilize testes baseados em jogos para avaliar.<\/strong><\/li>\n<\/ul>\n<p>A Intelig\u00eancia Artificial permite que os jovens sem experi\u00eancia profissional demonstrem seu potencial. As avalia\u00e7\u00f5es baseadas em jogos s\u00e3o uma forma eficaz de medir habilidades cognitivas e tra\u00e7os emocionais-comportamentais dos candidatos. Esses jogos, baseados na neuroci\u00eancia e ci\u00eancias do comportamento, processam os dados coletados para fornecer informa\u00e7\u00f5es imediatas sobre os candidatos.<\/p>\n<ul>\n<li><a href=\"\/\/evalart.com\/pb\/blog\/seleccion-de-personal-por-competencias\/\"><strong>Sele\u00e7\u00e3o de pessoal por compet\u00eancias.<\/strong><\/a><\/li>\n<\/ul>\n<p>A sele\u00e7\u00e3o por compet\u00eancias \u00e9 um processo avan\u00e7ado com o objetivo de encontrar pessoal para cargos-chave, baseado em habilidades profissionais espec\u00edficas. H\u00e1 certos cargos que, devido a suas caracter\u00edsticas, responsabilidades e valor agregado, requerem profissionais com certas qualidades. Uma sele\u00e7\u00e3o tradicional pode n\u00e3o ser suficiente nesses casos.<\/p>\n<ul>\n<li><strong>Adote uma perspectiva tecnol\u00f3gica.<\/strong><\/li>\n<\/ul>\n<p>Se voc\u00ea quer contratar jovens, integre a tecnologia em todo o processo, desde a busca at\u00e9 o seu dia a dia no trabalho. Eles s\u00e3o parte da gera\u00e7\u00e3o centen\u00e1ria e gostam de ambientes tecnol\u00f3gicos.<\/p>\n<ul>\n<li><strong>Fomente o sentido de pertencimento no trabalho.<\/strong><\/li>\n<\/ul>\n<p>Se voc\u00ea est\u00e1 procurando contratar jovens para uma equipe de trabalho remota, \u00e9 importante fomentar o seu sentido de pertencimento. Pois pode ser dif\u00edcil se sentir parte de um grupo quando voc\u00ea est\u00e1 trabalhando de maneira isolada, sem a possibilidade de compartilhar experi\u00eancias com seus colegas pessoalmente. Por isso, \u00e9 crucial que o l\u00edder da equipe deixe o novo talento saber que ele pode contar com o apoio e a comunica\u00e7\u00e3o dos l\u00edderes e membros da equipe.<\/p>\n<ul>\n<li><strong>Orienta\u00e7\u00e3o para o primeiro trabalho.<\/strong><\/li>\n<\/ul>\n<p>Em resumo, apresentar a equipe por videoconfer\u00eancia, dar a eles a oportunidade de esclarecer d\u00favidas e entregar responsabilidades iniciais \u00e9 importante para sua integra\u00e7\u00e3o \u00e0 equipe e para seu aprendizado. A orienta\u00e7\u00e3o \u00e9 chave para o sucesso de um novo colaborador, especialmente em um ambiente de trabalho remoto, onde \u00e9 necess\u00e1rio garantir que os recursos adequados sejam fornecidos para manter uma comunica\u00e7\u00e3o efetiva.<\/p>\n<p>Por fim, n\u00e3o descarte os estudantes devido \u00e0 falta de experi\u00eancia. Os jovens de hoje s\u00e3o capazes de realizar v\u00e1rias tareas ao mesmo tempo, aprendem rapidamente e t\u00eam uma boa compreens\u00e3o da tecnologia.[:]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>[:en]The current talent market is highly competitive. While there may be many qualified people for some positions, it can be more difficult to find the right candidate for others. This is where the importance of a good candidate search comes in. 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