Talent management is one of the pillars of current Human Resources policy in large companies. In recent years, attention has been paid to this aspect within the company, as a sure value that helps an organisation to achieve its objectives. This is one of the trends that is being reinforced in 2020, underpinned by a changing scenario which demands creativity and innovation. Here is the key for a company to be more competitive and move into the future. In this post, we explain more about this and about other trends that mark the beginning of a new era.
The focus of an interview should be on finding the answers we need, ascertaining what truly contributes value and gathering relevant details on whether or not the person in front of us meets the desired profile.
If we look at the latest studies on the most valued aspects in candidates, one term sums it up perfectly: soft skills. These personal characteristics, gifts, and abilities can contribute the most in the world of work, far beyond any accredited training.
Some of the most demanded of these soft skills include an aptitude for teamwork, communication skills, creativity, or the ability to resolve conflicts, to name a few. Increasingly, progress is being made towards a model that no longer places maximum value on qualifications and recognises that not everything can be quantified on a certificate.
In today's workplace, it is vitally important to have professionals who can adapt to change, take initiative, display creativity, excellent communication skills and the ability to innovate. That is true human capital, although a solid training base also remains important.
The keys to an optimal selection process must contemplate some of the aspects already mentioned, which can be summarised in three fundamental aspects:
1. Knowing these new recruitment methods and how to apply them. If we stay anchored in the traditional process of publishing an advertisement on a job website and waiting for applications, we will be continuing to act in the same way as always. Only the medium through which the CVs are sent changes, the process is essentially unchanged. Going one step further implies a high technical knowledge, and a possible requirement to incorporating new profiles in the HR department, such as experts in Big Data or social networks, among others. Only in this way will it be possible to attract top talent, the profiles that can really help the company to continue growing.
2. Conducting innovative interviews that provide valuable information. Everything that connects with millennials and the younger generations helps to discover talented minds, full of good ideas and much to say. From gamification to inboud recruiting or MatchMaking, there are many possibilities when designing new formulas for a quality selective process. In addition, it never hurts to keep up to date with what is done in other countries, to learn about new systems and selection methods.
3. Focusing the interview on the most demanded skills in the sector. If we ask the same questions that have been asked for decades, we are likely to get very similar answers. We must think about what we really want to know. It is not only the knowledge and skills required in the sector, but also soft skills that can make a difference in a company today. Creativity, the ability to innovate, communicate and to resolve conflict, as well as to be proactive, display initiative and simply, to be a 'people person'.