processos de reclutament han canviat molt<\/a>. Si fins fa pocs anys, el m\u00e9s rellevant era avaluar b\u00e9 les habilitats t\u00e8cniques dels aspirants; avui dia, les habilitats toves s\u00f3n essencials. Una de les millors eines per mesurar-les \u00e9s l\u2019entrevista per compet\u00e8ncies.<\/p>\n\n\n\nEs tracta d\u2019una prova selectiva que cerca identificar comportaments passats de l\u2019aspirant que puguin predir el seu rendiment futur. \u00c9s a dir, saber com es va comportar davant d\u2019una situaci\u00f3 concreta per anticipar qu\u00e8 faria en cas que es repet\u00eds.<\/p>\n\n\n\n
Aquesta metodologia \u00e9s especialment \u00fatil per valorar si un candidat t\u00e9 compet\u00e8ncies clau com lideratge, resoluci\u00f3 de conflictes, capacitat d\u2019adaptaci\u00f3 o orientaci\u00f3 a resultats, entre d\u2019altres. Per\u00f2 el seu \u00e8xit dep\u00e8n molt de la correcta planificaci\u00f3 i execuci\u00f3 per part de l\u2019equip de Recursos Humans.<\/p>\n\n\n\n
7 errors en entrevistes per compet\u00e8ncies<\/h2>\n\n\n\n
Si els resultats no s\u00f3n els esperats, pot ser que el problema estigui en la gesti\u00f3 del proc\u00e9s. A la pr\u00e0ctica, aquests s\u00f3n els errors m\u00e9s habituals:<\/p>\n\n\n\n
1. No definir clarament les compet\u00e8ncies clau del lloc<\/h3>\n\n\n\n
Sense un an\u00e0lisi previ del perfil, \u00e9s impossible saber quines compet\u00e8ncies s\u00f3n realment necess\u00e0ries. Sense aquesta informaci\u00f3 b\u00e0sica, els entrevistadors improvisen, generant una desconnexi\u00f3 entre el que pregunten i el que realment cal avaluar.<\/strong>
La soluci\u00f3<\/strong> passa per fer un mapatge detallat de les compet\u00e8ncies requerides per al lloc a cobrir<\/strong>. Com m\u00e9s a fons es conegui el perfil, m\u00e9s f\u00e0cil ser\u00e0 trobar el candidat idoni.<\/p>\n\n\n\n2. Manquen formaci\u00f3 en t\u00e8cniques d\u2019entrevista per compet\u00e8ncies<\/h3>\n\n\n\n
Sovint, qui realitza l\u2019entrevista no est\u00e0 format per a aquesta metodologia. Aix\u00f2 provoca preguntes gen\u00e8riques i mal estructurades, i una interpretaci\u00f3 err\u00f2nia de les respostes.
Per sort, es pot solucionar formant l\u2019equip de selecci\u00f3 en eines i estrat\u00e8gies espec\u00edfiques per estructurar millor l\u2019entrevista i analitzar objectivament les respostes, o externalitzant aquestes entrevistes en un partner de confian\u00e7a. <\/p>\n\n\n\n
3. Confondre compet\u00e8ncies amb coneixements t\u00e8cnics<\/h3>\n\n\n\n
Uno de los errores m\u00e1s repetidos es que se siguen confundiendo las competencias, que en realidad son habilidades blandas, con las habilidades duras o t\u00e9cnicas.<\/p>\n\n\n\n
Lo ideal en estos casos es separar el proceso en dos fases bien diferenciadas<\/strong>. Una fase de evaluaci\u00f3n de los conocimientos t\u00e9cnicos y otra para las habilidades conductuales.<\/p>\n\n\n\n4. Biaixos de l\u2019entrevistador: un dels principals errors en entrevistes per compet\u00e8ncies<\/h3>\n\n\n\n
\u00c9s molt com\u00fa que els entrevistadors es deixin portar pels seus biaixos personals. L\u2019efecte halo, el biaix d\u2019afinitats o els judicis basats en impressions subjectives afecten l\u2019objectivitat necess\u00e0ria en la selecci\u00f3.<\/p>\n\n\n\n
Per evitar-ho, els propis reclutadors han de ser conscients dels seus biaixos i treballar per anul\u00b7lar-los. A m\u00e9s, \u00e9s important crear un gui\u00f3 estandarditzat per a l\u2019entrevista i utilitzar escales de valoraci\u00f3 objectives i iguals per a tots.<\/p>\n\n\n\n
5. No aprofundir en les respostes<\/h3>\n\n\n\n
Les presses per accelerar el proc\u00e9s porten alguns entrevistadors a acceptar respostes superficials, sense indagar m\u00e9s enll\u00e0. Per\u00f2 aix\u00f2 impedeix obtenir una evid\u00e8ncia concreta sobre les compet\u00e8ncies del candidat.<\/p>\n\n\n\n
El recomanable seria fer preguntes de seguiment, per exemple, demanar exemples espec\u00edfics que permetin entendre realment un comportament concret.<\/p>\n\n\n\n
6. Manca de documentaci\u00f3 i registre<\/h3>\n\n\n\n
No documentar les respostes i les observacions dificulta molt la comparaci\u00f3 objectiva entre candidats. Si el seleccionador no pren notes, tendir\u00e0 a oblidar-se dels primers candidats en benefici dels \u00faltims.<\/p>\n\n\n\n
Aix\u00f2 es pot solucionar incloent formats d\u2019avaluaci\u00f3 que tinguin espais per registrar les respostes, aix\u00ed com les observacions de l\u2019entrevistador.<\/p>\n\n\n\n
7. No retroalimentar ni millorar el proc\u00e9s<\/h3>\n\n\n\n
Un error freq\u00fcent i greu en tots els processos de selecci\u00f3 \u00e9s no identificar els punts de millora. L\u2019empresa hauria de recollir l\u2019opini\u00f3 tant de l\u2019equip de selecci\u00f3 com dels candidats, i utilitzar aquesta informaci\u00f3 per dissenyar processos m\u00e9s eficients.<\/p>\n\n\n\n
Tot i ser una eina molt \u00fatil quan s\u2019utilitza correctament, els errors en les entrevistes per compet\u00e8ncies les fan inefica\u00e7os. No obstant aix\u00f2, es poden aconseguir millores treballant tant en la planificaci\u00f3 com en l\u2019execuci\u00f3 i formant els reclutadors. Una altra alternativa \u00e9s deixar aquesta tasca en mans d\u2019especialistes com els d\u2019Empatif.<\/a><\/p>\n\n\n\n<\/p>\n","protected":false},"excerpt":{"rendered":"
A l\u2019entorn laboral actual, les habilitats toves s\u00f3n m\u00e9s importants que mai. Tanmateix, detectar-les durant el proc\u00e9s de selecci\u00f3 no \u00e9s gens senzill. Hi ha m\u00e8todes m\u00e9s efectius que d\u2019altres, per\u00f2 si es cometen errors, al final es pot acabar triant un\/a candidat\/a que no era el millor pel lloc. Per evitar-ho, cal con\u00e8ixer quins<\/p>\n","protected":false},"author":3,"featured_media":4997,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":true,"inline_featured_image":false,"footnotes":""},"categories":[52],"tags":[],"class_list":["post-5001","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recruiting-ca"],"acf":[],"yoast_head":"\n
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