{"id":2839,"date":"2023-02-08T16:08:54","date_gmt":"2023-02-08T16:08:54","guid":{"rendered":"https:\/\/dev-wp.evalartapp.com\/?p=2839"},"modified":"2025-09-17T09:23:44","modified_gmt":"2025-09-17T09:23:44","slug":"preseleccion-de-candidatos-que-es-y-como-se-hace","status":"publish","type":"post","link":"https:\/\/dev-wp.evalartapp.com\/es\/blog\/preseleccion-de-candidatos-que-es-y-como-se-hace\/","title":{"rendered":"[:en]Candidate pre-selection: What is it and how is it done?[:es]Preselecci\u00f3n de candidatos: qu\u00e9 es y c\u00f3mo hacerla paso a paso[:pb]Pr\u00e9-sele\u00e7\u00e3o de candidatos: O que \u00e9 e como \u00e9 feita?[:]"},"content":{"rendered":"<p>[:en]Employee selection is a critical process carried out by the Human Resources department. Finding the right person can be challenging, especially if there is no prior plan or if there has not been a pre-selection of candidates. The pre-selection is a critical step that can save time, money and efforts in the search for the right talent.<\/p>\n<p>Attracting and <a href=\"\/\/evalart.com\/en\/blog\/retencion-de-talento-7-estrategias-clave\/\">retention talent<\/a> is essential for the success of companies. The selection process requires a significant effort from the Human Resources team. Pre-selecting candidates can help save time, resources and efforts in the search for the ideal employee.<\/p>\n<p>Conducting prior research is crucial if you want to find the perfect candidate. This work will help fill vacancies more effectively and quickly, allowing the needs to be detected and the profile to be defined in detail.<\/p>\n<p><strong>What is the pre-employment selection process?<\/strong><\/p>\n<p>The pre-employment selection process is the first step in <a href=\"\/\/evalart.com\/en\/blog\/que-tan-importante-es-la-busqueda-de-candidatos\/\">searching for candidates<\/a> to fill a position or role in the company. It is a crucial stage in the recruitment and selection process.<\/p>\n<p>In pre-employment selection, the recruitment and selection process is determined, and the specific needs of the company and the type of person who can meet them are identified.<\/p>\n<p>In addition to pre-employment selection, other important phases that will influence the final selection of personnel should be taken into account.<\/p>\n<p><strong>What you need to know to carry out a candidate pre-selection.<\/strong><\/p>\n<p>In the candidate pre-selection, it is necessary to take into account some previous and during the process aspects. The most important are:<\/p>\n<p><strong>The company&#8217;s and its work team&#8217;s needs.<\/strong><\/p>\n<p>Identifying key needs is the first step in the candidate pre-selection process. It is essential to know what tasks are not being performed due to the lack of personnel in the company. To carry out this process effectively, it is necessary to have good communication with the person responsible for the department or area where the vacant position is located, as they are the one who is most familiar with the tasks and knows better the type of profile that is required.<\/p>\n<p>Some points to consider to complete this task are:<\/p>\n<ul>\n<li>Job description: functions, tasks, and responsibilities of the position.<\/li>\n<li>Department to which it belongs: work team, who to deliver results to, supervision responsibilities.<\/li>\n<li>Vacancy mode: in-person, hybrid, flexible, or remote.<\/li>\n<li>Responsibilities: tasks and expected results.<\/li>\n<li>Recruitment method: where the candidate will be sought.<\/li>\n<li>Work schedule: part-time, full-time, specific dates.<\/li>\n<li>Type of hiring: indefinite or temporary.<\/li>\n<li>Number of vacancies: whether one or multiple people are sought to fill similar positions.<\/li>\n<\/ul>\n<p><strong>Candidate Profile.<\/strong><\/p>\n<p>It is essential to clearly know and define the ideal profile, based on the company&#8217;s needs. To do this, education level, years of experience, <a href=\"\/\/evalart.com\/en\/blog\/habilidades-y-competencias-es-lo-mismo\/\">skills and competencies<\/a>, basic tool knowledge, language, salary, and personality should be taken into account. A technical test can be carried out to evaluate the candidate&#8217;s abilities or <a href=\"\/\/evalart.com\/en\/blog\/pruebas-psicometricas\/\">psychometric tests<\/a> can be used to understand the personality, which can help make a more objective decision.<\/p>\n<p><strong>Indispensable vs. Desirable Skills.<\/strong><\/p>\n<p>During the creation of the candidate profile, there are certain skills or knowledge that are essential for performing the tasks. To identify these critical aspects, it is important to use key questions or \u00abkiller questions.\u00bb These questions are crucial and if a candidate cannot answer satisfactorily, they are disqualified from the selection process. For example, if a sales position in the American market is being filled and the pre-candidate is asked if they have a high level of English, and their response is \u00abno\u00bb, then regardless of their other abilities, they would not meet one of the essential requirements and would be disqualified.<\/p>\n<p><strong>Candidate Recruitment Method.<\/strong><\/p>\n<p>During the pre-selection of candidates, it is important to decide the method that will be used for recruitment. It is possible to combine different approaches, such as active recruitment (where a job offer is posted and interested parties send their resume), passive recruitment (where the HR department searches and contacts people who meet the criteria), and internal recruitment (where stored resumes, active employees, former employees, internal recommendations, etc. are used).<\/p>\n<p><strong>Sources for candidate pre-selection recruitment.<\/strong><\/p>\n<p>It is important that the way you recruit and the recruitment source is based both on the desired profile for the position and on the profile of the candidate being sought. If you do not have a clear idea of what you are looking for, it will be more difficult to find the right candidate.<\/p>\n<p><strong>Writing the job offer.<\/strong><\/p>\n<p>In the final step of candidate selection, the writing of the job offer is crucial. This offer should be based on the thorough research done on the vacancy and should be clear, attractive, and with all the necessary information for the candidate. A unique and eye-catching offer can be what sets a company apart from others, so it is important to use creativity to create a persuasive offer that shows the company&#8217;s dedication and attention to detail. The offer should go beyond the basic data and present the information in a simple and precise manner to attract top-level talent.<\/p>\n<p>Finally, if you wish to include psychometric, intelligence, or personality tests, at <a href=\"\/\/evalart.com\/en\/\">Evalart<\/a> we have a wide portfolio of essential tests for your personnel selection processes.[:es]La selecci\u00f3n de empleados es un proceso vital que lleva a cabo el departamento de Recursos Humanos. Encontrar la persona id\u00f3nea puede ser un desaf\u00edo, especialmente si no se cuenta con un plan previo o si no se ha realizado una preselecci\u00f3n de candidatos. La preselecci\u00f3n es un paso cr\u00edtico que puede ahorrar tiempo, dinero y esfuerzos en la b\u00fasqueda del talento adecuado.<\/p>\n<p>La atracci\u00f3n y <a href=\"\/\/evalart.com\/es\/blog\/retencion-de-talento-7-estrategias-clave\/\">retenci\u00f3n de talento<\/a> es fundamental para el \u00e9xito de las empresas. El proceso de selecci\u00f3n requiere un esfuerzo importante por parte del equipo de Recursos Humanos. La preselecci\u00f3n de candidatos puede ayudar a ahorrar tiempo, recursos y esfuerzos en la b\u00fasqueda del empleado ideal.<\/p>\n<p>Realizar una investigaci\u00f3n previa es crucial si se quiere encontrar el candidato perfecto. Este trabajo ayudar\u00e1 a cubrir las vacantes de forma m\u00e1s efectiva y r\u00e1pida, permitiendo detectar las necesidades y definir con detalle el perfil que se busca.<\/p>\n<p><strong>\u00bfQu\u00e9 es el proceso de preselecci\u00f3n de personal?<\/strong><\/p>\n<p>La preselecci\u00f3n de personal es el primer paso en la <a href=\"\/\/evalart.com\/es\/blog\/que-tan-importante-es-la-busqueda-de-candidatos\/\">b\u00fasqueda de candidatos<\/a> para ocupar un puesto o funci\u00f3n en la empresa. Es una etapa fundamental en el proceso de reclutamiento y selecci\u00f3n de personal.<\/p>\n<p>En la preselecci\u00f3n, se determina c\u00f3mo ser\u00e1 el proceso de reclutamiento y selecci\u00f3n de personal, y se identifican las necesidades espec\u00edficas de la empresa y el tipo de persona que puede satisfacerlas.<\/p>\n<p>Adem\u00e1s de la preselecci\u00f3n, hay que tener en cuenta otras fases importantes que influir\u00e1n en la elecci\u00f3n final de personal.\u00bb<\/p>\n<p><strong>Lo que debes saber para llevar a cabo una preselecci\u00f3n de candidatos.<\/strong><\/p>\n<p>En la preselecci\u00f3n de candidatos es necesario tener en cuenta algunos aspectos previos y durante el proceso. Los m\u00e1s importantes son:<\/p>\n<p><strong>Las necesidades de la empresa y su equipo de trabajo.<\/strong><\/p>\n<p>Identificar las necesidades clave es el primer paso en el proceso de preselecci\u00f3n de candidatos. Es esencial conocer qu\u00e9 tareas no est\u00e1n siendo realizadas debido a la falta de personal en la empresa. Para llevar a cabo este proceso de manera efectiva, es necesario tener una buena comunicaci\u00f3n con la persona responsable del departamento o \u00e1rea donde se encuentra la posici\u00f3n vacante, ya que es quien est\u00e1 m\u00e1s familiarizado con las tareas y conoce mejor el tipo de perfil que se requiere.<\/p>\n<p>Algunos puntos a considerar para completar esta tarea son:<\/p>\n<ul>\n<li>Descripci\u00f3n de la vacante: funciones, tareas y responsabilidades del puesto.<\/li>\n<li>Departamento al que pertenece: equipo de trabajo, a qui\u00e9n entregar resultados, responsabilidades de supervisi\u00f3n.<\/li>\n<li>Modalidad de la vacante: presencial, h\u00edbrida, flexible o remota.<\/li>\n<li>Responsabilidades: tareas y resultados esperados.<\/li>\n<li>M\u00e9todo de reclutamiento: d\u00f3nde se buscar\u00e1 al candidato.<\/li>\n<li>Jornada laboral: parcial, completa, fechas espec\u00edficas.<\/li>\n<li>Tipo de contrataci\u00f3n: indefinido o temporal.<\/li>\n<li>N\u00famero de vacantes: si se busca una sola persona o varias para cubrir posiciones similares.<\/li>\n<\/ul>\n<p><strong>Perfil del candidato.<\/strong><\/p>\n<p>Es esencial conocer y definir el perfil ideal de manera clara, bas\u00e1ndose en las necesidades de la empresa. Para ello, se deben tener en cuenta aspectos como el nivel de educaci\u00f3n, a\u00f1os de experiencia, <a href=\"\/\/evalart.com\/es\/blog\/habilidades-y-competencias-es-lo-mismo\/\">habilidades y competencias<\/a>, conocimiento de herramientas b\u00e1sicas, idioma, sueldo y personalidad. Es posible realizar una prueba t\u00e9cnica para evaluar las habilidades del candidato o llevar a cabo <a href=\"\/\/evalart.comes\/blog\/pruebas-psicometricas\/\">pruebas psicom\u00e9tricas<\/a> para conocer la personalidad, lo cual puede ayudar a tomar una decisi\u00f3n m\u00e1s objetiva.<\/p>\n<p><strong>Habilidades indispensables Vs. deseables<\/strong><\/p>\n<p>Durante la creaci\u00f3n del perfil del candidato, hay ciertas habilidades o conocimientos que son esenciales para realizar las tareas. Para identificar estos aspectos cr\u00edticos, es importante utilizar preguntas clave o \u00abkiller questions\u00bb. Estas preguntas son cruciales y si un candidato no puede responder de manera satisfactoria, queda descartado del proceso de selecci\u00f3n. Por ejemplo, si se busca llenar un puesto de ventas en el mercado americano, y se pregunta al precandidato si tiene un alto nivel de ingl\u00e9s, y su respuesta es \u00abno\u00bb, entonces, independientemente de sus otras habilidades, no cumplir\u00eda con uno de los requisitos esenciales y ser\u00eda descartado.<\/p>\n<p><strong>M\u00e9todo de reclutamiento.<\/strong><\/p>\n<p>Durante la preselecci\u00f3n de candidatos, es importante decidir el m\u00e9todo que se usar\u00e1 para reclutar. Es posible combinar diferentes enfoques, como el reclutamiento activo (donde se publica una oferta de trabajo y los interesados env\u00edan su CV), el reclutamiento pasivo (donde el departamento de RR.HH. busca y contacta a personas que cumplen con los criterios), y el reclutamiento interno (donde se usan CV almacenados, empleados en activo, antiguos empleados, recomendaciones internas, etc.).<\/p>\n<p><strong><span style=\"font-style: inherit;\">Fuentes de reclutamiento para la preselecci\u00f3n de candidatos.<\/span><\/strong><\/p>\n<p>Es importante que la forma en que reclutes &nbsp;y la fuente de reclutamiento &nbsp;est\u00e9 basada tanto en el perfil deseado para el puesto como en el perfil del candidato que se busca. Si no tienes claro lo que est\u00e1s buscando, ser\u00e1 m\u00e1s complicado encontrar al candidato adecuado.<\/p>\n<p><strong>Redacci\u00f3n de la oferta.<\/strong><\/p>\n<p>En el \u00faltimo paso de la selecci\u00f3n de candidatos, la redacci\u00f3n de la oferta laboral es clave. Esta oferta debe estar basada en la investigaci\u00f3n profunda realizada sobre la vacante y debe ser clara, atractiva y con toda la informaci\u00f3n necesaria para el candidato. Una oferta \u00fanica y llamativa puede ser lo que diferencie a una empresa de otras, por lo que es importante utilizar la creatividad para crear una oferta persuasiva y que muestre la dedicaci\u00f3n y atenci\u00f3n al detalle de la empresa. La oferta debe ir m\u00e1s all\u00e1 de los datos b\u00e1sicos y presentar la informaci\u00f3n de manera simple y exacta para atraer talentos de alto nivel.<\/p>\n<p>Finalmente, si deseas incluir pruebas psicom\u00e9tricas , de inteligencia, de personalidad, en <a href=\"\/\/evalart.com\/es\/\">Evalart<\/a> contamos con un amplio portafolio de pruebas indispensables en tus procesos de selecci\u00f3n de personal.&nbsp;[:pb]Sele\u00e7\u00e3o de funcion\u00e1rios \u00e9 um processo vital realizado pelo departamento de Recursos Humanos. Encontrar a pessoa certa pode ser um desafio, especialmente se n\u00e3o houver um plano anterior ou se n\u00e3o for realizada uma pr\u00e9-sele\u00e7\u00e3o de candidatos. A pr\u00e9-sele\u00e7\u00e3o \u00e9 um passo cr\u00edtico que pode economizar tempo, dinheiro e esfor\u00e7os na busca do talento adequado.<\/p>\n<p>A atra\u00e7\u00e3o e <a href=\"\/\/evalart.com\/pb\/blog\/retencion-de-talento-7-estrategias-clave\/\">reten\u00e7\u00e3o de talentos<\/a> \u00e9 fundamental para o sucesso das empresas. O processo de sele\u00e7\u00e3o requer um esfor\u00e7o significativo da equipe de Recursos Humanos. A pr\u00e9-sele\u00e7\u00e3o de candidatos pode ajudar a economizar tempo, recursos e esfor\u00e7os na busca do funcion\u00e1rio ideal.<\/p>\n<p>Realizar uma pesquisa pr\u00e9via \u00e9 crucial se desejar encontrar o candidato perfeito. Esse trabalho ajudar\u00e1 a preencher as vagas de forma mais eficaz e r\u00e1pida, permitindo detectar as necessidades e definir com detalhes o perfil procurado.<\/p>\n<p><strong>O que \u00e9 o processo de pr\u00e9-sele\u00e7\u00e3o de pessoal?<\/strong><\/p>\n<p>A pr\u00e9-sele\u00e7\u00e3o de pessoal \u00e9 o primeiro passo a <a href=\"\/\/evalart.com\/pb\/blog\/que-tan-importante-es-la-busqueda-de-candidatos\/\">busca de candidatos<\/a> para ocupar uma posi\u00e7\u00e3o ou fun\u00e7\u00e3o na empresa. \u00c9 uma etapa fundamental no processo de recrutamento e sele\u00e7\u00e3o de pessoal.<\/p>\n<p>Na pr\u00e9-sele\u00e7\u00e3o, determina-se como ser\u00e1 o processo de recrutamento e sele\u00e7\u00e3o de pessoal e identificam-se as necessidades espec\u00edficas da empresa e o tipo de pessoa que pode satisfaz\u00ea-las.<\/p>\n<p>Al\u00e9m da pr\u00e9-sele\u00e7\u00e3o, \u00e9 preciso levar em considera\u00e7\u00e3o outras fases importantes que influenciar\u00e3o na escolha final de pessoal.<\/p>\n<p><strong>O que voc\u00ea precisa saber para realizar uma pr\u00e9-sele\u00e7\u00e3o de candidatos.<\/strong><\/p>\n<p>Na pr\u00e9-sele\u00e7\u00e3o de candidatos, \u00e9 necess\u00e1rio levar em considera\u00e7\u00e3o alguns aspectos antes e durante o processo. Os mais importantes s\u00e3o:<\/p>\n<p><strong>As necessidades da empresa e seu time de trabalho.<\/strong><\/p>\n<p>Identificar as necessidades-chave \u00e9 o primeiro passo no processo de pr\u00e9-sele\u00e7\u00e3o de candidatos. \u00c9 essencial conhecer quais tarefas n\u00e3o est\u00e3o sendo realizadas devido \u00e0 falta de pessoal na empresa. Para realizar este processo de maneira eficaz, \u00e9 necess\u00e1rio ter uma boa comunica\u00e7\u00e3o com a pessoa respons\u00e1vel pelo departamento ou \u00e1rea onde se encontra a posi\u00e7\u00e3o vaga, pois \u00e9 quem est\u00e1 mais familiarizado com as tarefas e conhece melhor o tipo de perfil que se requer.<\/p>\n<p>Alguns pontos a considerar para completar esta tarefa s\u00e3o:<\/p>\n<ul>\n<li>Descri\u00e7\u00e3o da vaga: fun\u00e7\u00f5es, tarefas e responsabilidades do cargo.<\/li>\n<li>Departamento ao qual pertence: time de trabalho, a quem entregar resultados, responsabilidades de supervis\u00e3o.<\/li>\n<li>Modalidade da vaga: presencial, h\u00edbrida, flex\u00edvel ou remota.<\/li>\n<li>Responsabilidades: tarefas e resultados esperados.<\/li>\n<li>M\u00e9todo de recrutamento: onde ser\u00e1 buscado o candidato.<\/li>\n<li>Jornada de trabalho: parcial, completa, datas espec\u00edficas.<\/li>\n<li>Tipo de contrata\u00e7\u00e3o: indefinido ou tempor\u00e1rio.<\/li>\n<li>N\u00famero de vagas: se se busca uma \u00fanica pessoa ou v\u00e1rias para cobrir posi\u00e7\u00f5es semelhantes.<\/li>\n<\/ul>\n<p><strong>Perfil do candidato.<\/strong><\/p>\n<p>\u00c9 essencial conhecer e definir o perfil ideal de forma clara, baseando-se nas necessidades da empresa. Para isso, deve-se levar em conta aspectos como o n\u00edvel de educa\u00e7\u00e3o, anos de experi\u00eancia, <a href=\"\/\/evalart.com\/pb\/blog\/habilidades-y-competencias-es-lo-mismo\/\">habilidades e compet\u00eancias<\/a>, conhecimento de ferramentas b\u00e1sicas, idioma, sal\u00e1rio e personalidade. \u00c9 poss\u00edvel realizar uma prova t\u00e9cnica para avaliar as habilidades do candidato ou conduzir <a href=\"\/\/evalart.com\/pb\/blog\/pruebas-psicometricas\/\">testes psicom\u00e9tricos<\/a> para conhecer a personalidade, o que pode ajudar a tomar uma decis\u00e3o mais objetiva.<\/p>\n<p><strong>Habilidades indispens\u00e1veis Vs. desej\u00e1veis<\/strong><\/p>\n<p>Durante a cria\u00e7\u00e3o do perfil do candidato, h\u00e1 certas habilidades ou conhecimentos que s\u00e3o essenciais para realizar as tarefas. Para identificar esses aspectos cr\u00edticos, \u00e9 importante utilizar perguntas-chave ou \u00abkiller questions\u00bb. Essas perguntas s\u00e3o cruciais e se um candidato n\u00e3o pode responder de forma satisfat\u00f3ria, \u00e9 descartado do processo de sele\u00e7\u00e3o. Por exemplo, se se busca preencher uma vaga de vendas no mercado americano e se pergunta ao pr\u00e9-candidato se ele tem um alto n\u00edvel de ingl\u00eas e sua resposta \u00e9 \u00abn\u00e3o\u00bb, ent\u00e3o, independentemente de suas outras habilidades, ele n\u00e3o atenderia a um dos requisitos essenciais e seria descartado.<\/p>\n<p><strong>M\u00e9todo de recrutamento.<\/strong><\/p>\n<p>Durante a pr\u00e9-sele\u00e7\u00e3o de candidatos, \u00e9 importante decidir o m\u00e9todo que ser\u00e1 usado para o recrutamento. \u00c9 poss\u00edvel combinar diferentes abordagens, como o recrutamento ativo (onde \u00e9 publicada uma vaga e os interessados enviam seu curr\u00edculo), o recrutamento passivo (onde a \u00e1rea de RH procura e contata pessoas que atendem aos crit\u00e9rios) e o recrutamento interno (onde s\u00e3o usados curr\u00edculos armazenados, funcion\u00e1rios ativos, ex-funcion\u00e1rios, recomenda\u00e7\u00f5es internas, etc.).<\/p>\n<p><strong>Fontes de recrutamento para a pr\u00e9-sele\u00e7\u00e3o de candidatos.<\/strong><\/p>\n<p>\u00c9 importante que a forma como voc\u00ea recruta e a fonte de recrutamento estejam baseados tanto no perfil desejado para a vaga quanto no perfil do candidato procurado. Se voc\u00ea n\u00e3o tiver claro o que est\u00e1 procurando, ser\u00e1 mais complicado encontrar o candidato adequado.<\/p>\n<p><strong>Reda\u00e7\u00e3o da oferta.<\/strong><\/p>\n<p>Na \u00faltima etapa da sele\u00e7\u00e3o de candidatos, a reda\u00e7\u00e3o da oferta de trabalho \u00e9 fundamental. Essa oferta deve estar baseada na pesquisa aprofundada realizada sobre a vaga e deve ser clara, atrativa e com todas as informa\u00e7\u00f5es necess\u00e1rias para o candidato. Uma oferta \u00fanica e chamativa pode ser o que diferencia uma empresa de outras, por isso \u00e9 importante utilizar a criatividade para criar uma oferta persuasiva e que mostre o empenho e aten\u00e7\u00e3o aos detalhes da empresa. A oferta deve ir al\u00e9m dos dados b\u00e1sicos e apresentar as informa\u00e7\u00f5es de maneira simples e exata para atrair talentos de alto n\u00edvel.<\/p>\n<p>Finalmente, se voc\u00ea deseja incluir testes psicom\u00e9tricos, de intelig\u00eancia, de personalidade, na <a href=\"\/\/evalart.com\/pb\/\">Evalart<\/a> temos um amplo portf\u00f3lio de testes indispens\u00e1veis em seus processos de sele\u00e7\u00e3o de pessoal.<\/p>\n<p>&nbsp;[:]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>[:en]Employee selection is a critical process carried out by the Human Resources department. Finding the right person can be challenging, especially if there is no prior plan or if there has not been a pre-selection of candidates. 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