Have you ever stopped to think about what professional characteristics are important in a selection process? Well, both recruiters and candidates should pay close attention to this. Nowadays, companies seek to get to know their future employees better. So knowing which hard skill and soft skill you have can make all the difference. Curious? We explain it to you in today’s article. Far beyond the professional resume, companies are looking for people who have specific characteristics for a particular vacancy. Therefore, human resources managers act strategically. And they are the ones who develop processes to identify which are the aptitudes presented by each candidate. First you need to collect this information, then come the analytical processes.
Know now what are hard skills and soft skills . Continue reading. index Which model to evaluate? 1 – What are Hard Skills? 2 – And the soft skills? How to identify skills Final considerations Which model to evaluate? In the past, it was common to see recruiters evaluating candidates based solely on information on their resumes. These days this is not a recommended model. Thus, it is very important to have a team with profiles similar to the organizational culture of your company. For a long time, hard skills were the most relevant Argentina Phone Number for selection processes. While these are important criteria, now a little more is needed. And that’s where soft skills come in . As the market has become more competitive, requirements have increased. And then, the expected profile of the professional also changed. Now let’s get to know the differences of each of them. And you can, therefore, be more effective when selecting your collaborators.
Hard skills are technical and qualification skills. In this sense, they are more evident in the eyes of human resource managers. So, when the professional presents his diploma, certificates and letters of recommendation, he is exposing his hard skills. In addition, hard skills can be demonstrated with courses and practical tests. Thus, everything that the candidate proves as learning and experience are part of this characteristic. Therefore, these are competencies that are usually presented in the curriculum itself or in attached documents sent to your HR team. To make it simpler, here are some hard skill examples: undergraduate, master’s, doctoral degrees; proficiency certificates in other languages; proof of practical and technical courses; letter of recommendation; computer skills, software, etc. In fact, the hard skills that attract the most attention are the specific ones.
