Yeniree Bocaney Pruebas de Selección de Personal, Reclutamiento General, Técnicas de Selección de Personal
Attracting, contacting, and hiring the right personnel for vacancies in organizations requires a series of criteria and common sense to fulfill its mission.
In the first place, there is the recruitment process, which is a process that consists of informing and disseminating, through different mass media, the required profile and the attractiveness of the requesting organization.
An important activity in the recruitment and selection process is the evaluation of the curriculum vitae or professional curriculum summary.
The curriculum vitae summarizes the personal, social, cognitive, and leadership skills of the applicant. Likewise, their experience, abilities and skills, the languages they speak, and other details of interest are valued.
Although curricular evaluation is indeed very important, this task requires time. As long as the organization receives a significant amount of resumes, it is a good sign. Besides, it allows us to choose from a broader professional population.
However, the greater the number of CVs, the more complex the process becomes since it is really difficult to make the decision. In this sense, there are software and applications that simplify and optimize the task.
Important elements for the evaluation of a CV
For the adequate and effective evaluation of a curricular summary, some aspects must be taken into account:
According to the requirements of the position, the one that is aspired as a candidate to fill the vacancy is designed. A list must be prepared with all the competency requirements, and the evaluation must be done based on the aforementioned list.
Experience in previous jobs
The evaluation of experience in similar positions or those that fit the required profile is an element that must be evaluated and taken into consideration at the time of a curricular evaluation.
It is important to take into account in the evaluation the number of previous jobs. Some candidates project stability by having had a long time in the same organization.
It may reflect organizational commitment, which should be evaluated. But if you have had many different jobs, it does not necessarily state a lack of commitment, rather it may be that you are evolving, growing, and looking for improvements at the work level.
Location and availability to travel
Some positions may require the incumbent to travel frequently, into account the applicant’s place of residence and will to travel in the evaluation.
Although nowadays this element is less important than before, it must be considered according to the position.
However, nowadays, it is given greater importance to the experience and skills of the candidate beyond their academic training. It all depends on the charge. If your organization requires a lawyer for legal practice, obviously this academic title will be required.
There is no consensus among specialists on the validity or not of the criterion of taking the applicant’s photograph into account. Some believe that it should not be given more attention, since our decision can be affected by factors and subjective elements.
On the other hand, some specialists believe that depending on the position, it is important to evaluate the image projected by the applicant, since certain positions require the projection of a certain image.
Special attention to achievements
A very important factor when evaluating a CV, are the impressive achievements that the candidate may have had in previous jobs. For example, significant savings due to process optimization, time and effort in activities and tasks reductions, improvements in work methods, etc.
Long gaps between job and job
While it is true that there may be logical explanations when there is a significant difference between one job and another (such as military service, for example), it is good to investigate this and find out in detail the reasons for long periods of unemployment.
Too long without promotions
Although each candidate has their own story to tell, it is important to consider the reasons for a long time in the same position. A long tenure in the same position may indicate a lack of initiative, little proactivity, inadequate conformity, or few professional aspirations.
Presentation of the CV
Some specialists consider the presentation and organization of the CV as the first filter. A poorly structured CV with inadequate language and disorganization is indicative of a lack of attention to relevant and formal details.
Software and applications for evaluating a CV
With the advancement of science and technology, especially information technology, telematics, and social networks, the selection process can be optimized through computer applications.
There are software and applications that effectively support the evaluation of the CV, and that can be of great help in the process, especially if there are many CVs to check.
For recruitment, social networks can be of great help. There are portals where job offers are advertised. Some of these services are free, while others are paid.
The recruitment and selection department must evaluate the possibility of using social networks to achieve part of its mission. Likewise, it will evaluate the possibility of adopting software or application that supports and optimize the evaluation process of curricular summaries.
Using consultants to assess CVs
Currently, with the division and specialization of the processes of Human Talent Development organizations, a significant number of consultants and advisors are offered for the adequate, precise, and timely evaluation of CVs for the personnel selection process.
It is an option that has been gaining much preference and popularity in organizations. It is important to evaluate the advantages of these services for your organization.
- Allocate adequate time to the curriculum evaluation process. It is an extremely important task.
- Avoid ranking applicants from best to worst. It is better to use words like “complies”, “does not comply”, “considerable”. Comparisons are inevitable in this process.
Remember, the process of recruiting and selecting personnel is one of the most important processes in the function of the human talent development departments. Be sure to take into account the pertinent recommendations for the successful management of this task.