Make Her Notice You … The Recruiter
Ability to analyze and tolerance to frustration are virtues that ‘sell’ you well in the market; we present the 12 characteristics in which companies are fixed when hiring employees.
When you think about a job, what elements would you like to be offered? A career plan, training opportunities, good environment, and attractive compensation could be some of the answers. That’s what 10 million people interviewed by the Gallup market research firm indicated. In a study on Employee Engagement, a concept used to define the long-term relationship between companies and employees, it was found that participants from 114 countries agreed that to make a career in a company there are determining factors, among them, that employers worry about the development of the worker and listen to their opinions.
But organizations also ask for something from you: proactive collaborators are usually looked for by those who do not have to remember their obligations, says Ivette Calvet, talent attraction consultant at the Brazilian firm Cia. De Talentos.
The development factor is at the top of the list of requests of recent graduates, and the older they are, their interest is more focused on the economic, adds the specialist. In return, firms need people who guarantee the development of ideas and give their talent to the company.
A survey of the website practiced to 3,000 people found that 17% of managers in Mexico mention motivation as the central element they would like to see in their employees, and 5% prefer to hire professionals who demonstrate independence and initiative. Working. com
To be innovative and proactive bits of help, but the question is: how to identify exactly what a recruiter sets when choosing one candidate over another? If you are about to change jobs, the fundamental answer to that question is: analyze your competences.
This concept refers to the characteristics that you have as a person, and that is linked to your job performance, according to a definition of David McClelland, a psychologist at Harvard University.
“A competence refers to what motivates you to move forward at work, what you think of yourself in the workplace and how you live with others,” exemplifies Ivette Calvet.
A recruitment process defines what aspects a candidate needs to meet to occupy a particular position. “What is easy to evaluate from the curriculum are the knowledge and skills,” Calvet mentioned when participating in the Expo Employment and Entrepreneurship of the Universidad del Valle de México, on July 19.
The most challenging thing is to detect the competencies. The recruiter pays great attention to this area because that set of skills is what will allow the professional to grow or not within the company and adaptor, not to their philosophy. Read More At scrapbookroyalty.org