Candidates for a job currently undergo three selection tests. Large companies often include personality tests and group dynamics in their selection processes, in addition to the classic interview. Networking is already a very effective tool for a qualified position.
Labor interviews are no longer what they were. The high number of candidates for the few positions that are offered are resulting in innovative selection processes that evolve with the aim of being as accurate as possible in the candidate's choice.
Human resources consultant Agio Global has carried out an analysis of the internal mechanisms that guide the selection processes, with the purpose of offering useful information to those who actively face the search for a job.
Phases of the New Job InterviewsCurrently, there are 3 phases of the new job interviews that a person must overcome to access a job:
- In a first contact, it is the staff of the human resources department who performs an in-depth interview with the candidate, to detect their strengths and aptitudes and to check their language skills.
- Then the applicant meets directly with the future employer, who focuses on their specific career path and tries to discover how it could be their adaptation to the company.
- Finally, a third test with the company offering the vacancy focuses even more on the specific details, conditions and specificities of the position.
In the case of large companies or in situations where there are many applications, the processes tend to be even more restrictive, since they include more tests, such as level, fitness and personality tests or group dynamics.
Likewise, it is frequent that the HR area is directly interested by the applicant and requests a personal interview. Moreover, on numerous occasions it is the area managers themselves or even the management team who meet with the candidate to finalize the details.
The role of new technologies in the processes
The ICT revolution has also reached the selection process. To the tests already mentioned, new recruitment tools and talent management are added.
In this changing environment, social networks play a very important role. Thus, companies no longer publish their offers, but contact directly with those whose profiles are best adapted to their needs.
On the other hand, networking, that is, the use of a network of friendships and contacts for a professional purpose, has positioned itself as an effective mechanism in the search for new job opportunities.
Keys to success in the interview
- Write a detailed and attractive resume. Specify your training and experience, and highlight what distinguishes you from other potential candidates, offering added value to your future employer.
- Prepare the interviews with sufficient time and thoroughness, studying the best answers to the questions that recruiters frequently ask: virtues, defects, expectations, strengths ...
- An interview is the first personal contact with the employer. The lack of punctuality generates a bad impression, reason why it is necessary to attend to aspects like the route or the chosen transport to avoid delays.
- Be careful in your presentation: greeting firmly, dressing properly and going neat to the interview are essential things to get you off to a good start.
- During the interview with the interviewer, be humble. Do not exaggerate your merits and, above all, do not lie.
- Self-confidence, initiative and trust are characteristic highly valued by Human Resources staff.