There are 12 key competencies that companies examine in the candidates to occupy a position within their organization. Take note:
- Analysis capacity. This means making objective evaluations about what the organization needs and knowing how to face complex situations.
In practical terms: It implies “seeing beyond what is in front of you,” explains Calvet.
It is evaluated that the person is aware of the impacts, advantages, and disadvantages of the decisions made. What happens if I take the path A or the B? How do I affect the different areas of the business? These are questions that encompass this type of competition.
Eye: according to the specialist, at this point often ‘fail’ many candidates to not train to learn to conduct in-depth research, leading to better-determined determinations.
- Business vision. It refers to detect growth opportunities for the company.
In practical terms: One mistake is to think that your work will be independent or your area is the most important.
- Leadership Yes, but not just anyone, but the one focused on the development of others for a common goal.
In practical terms: Recruiters are fixed, through various dynamics and questions, if the professional can guide others to achieve higher performance standards.
Here the key is to promote words oriented to work to give the best of yourself and help others achieve that task.
- Service orientation. This competence encompasses the task of fixing and caring for the client.
In practical terms. The employer will want to know how you could contribute to this point, that is, how to direct your work actions to meet the needs of internal and external customers.
- Results orientation. It requires a commitment to the projects assigned to achieve common goals.
In practical terms: The recruiter will look at how capable you are to fulfill your projects, in the requested time and manner.
- Innovation and creativity. The development of novel ideas that add value is valued.
In practical terms: In all areas, you need people who find the way to do and get to the result in less time and at the lowest cost; this is a precious ingredient in the eyes of the recruiter.
“It’s a mistake to say: I’m not creative because I have not designed something new,” says Calvet. Creativity also means proposing ideas to be efficient.
- Influence and development in others. Here you value how you build effective relationships with peers and subordinates.
In practical terms: Reflect on how you have supported the ideas of others in previous jobs, and how you would do this action in the new situation. Essential thinking: “If everyone is doing better, I will do better.”
- Push and proactivity. Ivette Calvet mentions that this competition “shows” from the non-verbal communication of the interviewee.
In practical terms. From the interview, be open to know, ask, lose the fear of being heard and, instead, think of ideas you can suggest improving the business.
- Teamwork. The critical formula of this quality is to commit oneself to the objectives established by the group.
In practical terms: Demonstrate that you care more about individual results, without thinking about the development of colleagues and how to get the results together, subtract points.
- Commitment The person who performs the tasks with dedication, time, interest is looked for.
In practical terms: The recruiter values candidates who go beyond what they ask for and from the immediate. As a professional “you have to go four steps ahead of the company,” also, meet the required quality and aspire to achieve the best possible result.
- Self-development and continuous learning. It refers to the desire to investigate and learn about topics other than those requested.
In practical terms: They will examine your desires for constant personal and professional growth, as well as your ability to learn from the different experiences you experience.
- Tolerance to frustration. It is defined as the ability to respond to an adverse situation.
In practical terms: If you are one of the people who ‘discard’ when one of their ideas is not taken into account, and you think “everything I say is useless,” it is time to change the mentality. The words ‘I grow up’ and ‘what else do you need?’, Pronounced before a difficulty, have better reception.
The companies, at present, are interested in contracting for competences rather than for mastering technical knowledge; they help, of course, because they are necessary to get the job done, says Calvet. However, for organizations, it is essential to know how you will develop yourself personally in the different scenarios that arise, once you are hired. Read More At scrapbookroyalty.org