About Human Resources Management:
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Communication of groups of work on LINE
LINE is an instant messaging program
easy to install and free. LINE can be downloaded on any Smartphone. Is the competition of WhatsApp but with better functionality. For example with LINE not ago missing give the number of phone that you add a contact. With Exchange a number of PIN is sufficient. LINE was born in 2011 after the Tsunami in Japan which left devastated several cities and telecommunications waterlogged for months. Then a few
young Japanese computer created a simple and lightweight application to communicate with at least one mobile phones until they resume communications in the country. The application is viralizó in a few months and not only in all Japan, but in the rest of the world so in 2 years
became the giant WhatsApp direct competition. Companies groups or teams of partners doomed to a project can talk to one another for free through LINE. If you are in a wifi zone, with LINE telephone communications are free unlike WhatsApp. Even though it is a young application will have more followers, especially in the working groups. The last time that LINE was in them media was
when Facebook bought WhatsApp and before the lack of guarantees of confidentiality of data (profiles, conversations in Facebook more messages and talks of WhatsApp would pass to have a same owner) million of people is gave of low of WhatsApp and is downloaded LINE for so ensure the privacy of their data. Another interesting feature of LINE is that you can use on the PC, thing that WhatsApp for the moment no. It also allows to make free phone calls from PC to PC or between PC and mobile phones. The application also has a translator of English messages to Spanish and vice versa. Let's say that LINE is an application that
summarizes the best of WhatsApp, Skype and Blackberry Messenger. LINE is a perfect choice for companies to communicate in group through a PIN and free of charge. For SMEs, it would mean a very important money-saving on phone calls and Instant Messaging.
Avoid bad hires saves time and money to the company
At national level, in the United States, about 50% of the new hires fail. Of those that can be considered successful only 20% are
top performers. Amazing is that close to
90% of faults in the recruitment of staff, have nothing to do with mental or technical candidates abilities. The cost of a bad hiring may amount to twice the annual salary of one more person the benefits - says
Roxi Hewertson, CEO of Highland Consulting Group, consultant in leadership-training, counting time since his hiring until you dismiss it or go on their own. How much miss the company, will depend on what so bad are like employees, and
how much time, money, and productivity have been lost along the way. Then you must add the double approximated of their wage to replace them. The bad hires cost so much money and time to the companies. The rotation of any place of work costs money. But
the rotation of good employees who don't want to work for a company which hires bad employees cost a lot more. After years of studies on the brain and emotions, we know today that the pair
(CIS) emotional coefficient / intelligence is most important for success in the workplace and definitely criticism at the leadership positions. "Despite this still continue hiring leaders based on the skills technical and in the coefficient intellectual" says Hewertson. Best seller, will be the best leader of a group of sellers? Of course not. We are still getting the same dismal results and we have not however substantially changed the practices of recruitment in most organizations. Regardless of them methods (legal and ethical, course) that use in their engagements, safe need discover at least six of these features key about their candidates before hire:
attitude: there is abundance of ' can do it ' or desgano and the focus since in them obstacles?
Brain: can do the job or learn quickly how to do the work?
Character: what are its core personal values?
Driving: are self-motivated to achieve your goals and your own?
Experience: would have done in the past to prepare for what you want to do now?
Fit: really fits in your culture, organizational values, it can help you to achieve its mission and advance its vision?. "If you answered NO or not I can make it to some of these questions, do not hire the candidate. Seriously, do it. Trust your instincts", advised the consultant.
The motivation for entrepreneurship
Carland and Stewart (1996) wrote: "the process is clear: entrepreneurs create new businesses." What is not clear is why do it". Caudron (1999) suggested that motivational models in economics operate under the premise that the individual is maximizing the potential salary when they decide to become self-employed. Anyway, the discussion continues outside the economic sphere. Researchers in social sciences, have suggested that the
motivations for the entrepreneurship are more complex. Three years Corman, Lussier and Nolan (1996) carried out a study starting from having surveyed 1200 small owners of companies in New England asking you to rate various factors that encourage them in the creation of new companies. The results indicated that the creation of new enterprises is the result of
motivating internal and external support factors. They said that they are influenced by issues of quality of life policies and Government regulations, while confirming the theories will. BANDURA (1986) postulated his theory of self to expand further than monetary and basic considerations motivation theory. The base of this theory was that them individuals Act depending on factors personal, its behavior, and your interaction with them obstacles in the achievement of those objectives. In this sense, the
concept of self-confidence became important for the discussion of motivation. The theory of the self-image presents a philosophy about the
individuals as proactive and self-regulated entities striving toward higher level goals (Bandura, 1986). Similarly, Covey (1991) suggested that the basic nature of human beings is the Act and that the highest level of this is action focused on principles. Covey (1991) suggested the importance of the principles, morality and social responsibility in the achievement of objectives in the discourse of motivation. However, doubts remained among researchers as to what these actions focused on principles and if this premise explains adequately all of the factors of motivation in human beings. Taking advantage of the affirmation of Melton about ambition, self-concept theorists suggested that enterprising individuals would be motivated to minimize the disparity between their own perception of self and the ideal self. Champy and Nohria (2000) propose three phases other than ambition. These are the initial conceptualization or increasing ambition, the exposition of the concept or the apex of ambition, and challenges to the concept or the decrease of the ambition (Champy and Nohria, 2000). Similarly, Lawrence and Nohria (2002) postulated four basic motivations of individuals in these higher aspirations. They proposed that individuals at this level try to acquire, to learn and to defend. These theorists suggest that there is a justification for higher level for the acquisition of new knowledge, contributing to social well-being and the fulfillment of the need for long-term relationships. The importance of these self-centered theories to scientific entrepreneurship is that people sometimes are motivated to expand their abilities for the benefit of others.
Trends that HR managers must take into account
Human resources professionals and business leaders always put their attention on trends, opportunities and changes that are happening in the world and that can impact the business. "There are six key points that will be crucial to grow and continue to be successful" said in an interview recently
Karen Cariss, CEO of Page Up People, a U.S. consulting firm. These are the
six great news for HR professionals in United States between 2013 and 2014.
Intelligence and talent
Organizations worldwide are gaining ground in their understanding of
big data or the massive accumulation of data. The importance the assessments with metric in resources human will be each time more important. Applications of these analyses will be key to the development of human resources strategies to explore possible scenarios.
Involvement of the high direction
The complexities and challenges created by the global economic landscape, require leadership teams to continue re evaluating the strategies of the organization. In so doing, empowers organizations to determine how the assets of the labour force can be fully exploited.
How has mobile changed to human resources
He is expected that mobile applications play a crucial role in the coming years. Employment portals that can be accessed through the mobile and various applications are being exploited by organizations to reduce time and costs of contracts in an attempt to combat the growing gap between skills availability and requirements of the business.
Invest for success
The new technological solutions will offer one greater via SAAS functionality (Software as a service model) or what is known as 'software as a service model'. These tools will be used for functions such as career planning and candidate relationship management.
Borderless talent management
"Glocalization" is a term that emerged in 2013, that soon is being imposed. As organizations and labour forces become more global and borderless, the ability to manage globally and execute locally has become very important. The ability to respect and reward nuances and cultural expectations could complemetarse with a talent management solution.
The media social have arrived to stay is
Social media have become a tool for recruitment. The use of
LinkedIn, Facebook, Twitter and other social platforms of recruiting increasingly will be intensified since the organizations track alumni and new sources of talent. Maximum use of these tools will be with the use of social networks for training and development.
Dropshipping and human resources
It
dropshipping is a form of trade very extended where, thanks to an online shop users can purchase to the wholesale and retail in shops around the world. The relationship between the dropshipping and work shift or the importance for human resources has to do with the future of work. He
dropshipping has that view with the chain of supply where Internet makes of medium to connect users of all the world. Internet allows you to trade at extremely low cost when otherwise this trade might be out of reach for many customers. The benefits of the dropshipping of to trade and buy to prices laughable by all the world is against puts with the face of the reduction of the employment. How many people would be needed to buy products around the world and sell them to others? If it were by telephone at least 100 people would be required to have a shop with a decent catalogue. This is for the commercial part excluding all those who should participate in the logistics and supply. With dropshipping efforts every day, many times are online which means that one person can answer hundreds of requirements per week. This is using response forms, lists of prices online, online, shipping catalogues of links to products by e-mail. A single person can do the job that 50 people should do if they had to work via phone and via postal mail. In addition to many functions or tasks that an employee can do can be done by a robot or machine running processes, as for example take photos of other catalogs and adding them to the store without the need of a photographer. Dropshipping, like many types of Commerce that have arisen thanks to the new technologies put into discussion the employment, the abolition of human work by new forms of participation in the economy. The work related to intellectual capital and knowledge was reassessed with dropshipping. They are necessary, designers, community managers to manage the platform that is the core of the business. Without specialization works do not find place with this type of commerce online.
Why people choose Linkedin?
Although it takes a few years online LinkedIn has become the social network of relations between employers and employees. There are already more than 200 million people around the world who have their profiles in LinkedIn although many less are those who are active. This is because there are profiles that do not have the required information and this makes it lose opportunities to progress professionally. These are some of the reasons why millions of people around the world create their profiles on Linkedin:
Form part of a network of contacts
Connect with other professionals can help to improve your performance on the job. Following the maximum that says that the best jobs come from your own network of contacts, this is can swell in LinkedIn. LinkedIn contacts can be used to learn about our work, making questions and reading what other people work. The best thing you can do is to interact with contacts to learn more.
Curriculum online
Whether you have a job or not, have all the professional information updated on Linkedin is a good way to promote oneself. Never know when you'll meet an opportunity. Curriculum online is a list of companies where you have worked, what can attract potential employers.
Posts by potential employers
Employers seek personal diary on LinkedIn. We can receive messages from people who are interested and alerts on jobs.
Unite is to those groups
Join our profession on Linkedin more related groups is a good way to communicate with other professionals and get a lot of information and resources.
Recommendations
Recommendations made by other professionals about yourself in Linkedin can be of great help. Coworkers, bosses, suppliers, University classmates are an important guarantee against future bosses and co-workers so they know what kind of person and professional you are.
Problems of projective techniques
1) Firstly the projective techniques do not offer guarantees scientific interpretation of the results depends on the referee and their own experiences. (2) the projective techniques were validated in clinical setting but not from the point of view psychometric therefore lack empirical validity. 3) applied at two different times on a same subject can give different answers in quality and number. (4) the
projective techniques take the personality as a whole, it is therefore difficult to compare with criteria or external theories that validate the results. (5) there is a basic theoretical assumption to assess the
projective techniques, there is not a single theory that works the Rorschach. (6) a theoretical framework there is no even a single way to apply the test. Nor is there a standardization to classify, analyze and interpret. (7) the relationship paciente-evaluador influences a lot (training, gender of the evaluator, trauma, prejudice personal, etc.) in the result end of them tests. (8) the variables that are presented are abstract leads to a very high level of abstraction. To be able to implement these variables, we would first have to define them and they are usually defined weblinks logically non-operating. (9) the most important dilemma is how to integrate the two points of view, such clinical and experimental. An approach of both positions is necessary because not only with posture techniques can be validated.
Projective techniques
Projective techniques are tests or tests that are intended to investigate indiviual personality. They are scientific instruments that reveal unconscious behavioral aspects and which allow to cause a wide range of subjective responses. Multidimensional tests and results are all valid since there is no best answer. They treat man as an integrated, whole exceeding the Cartesian dualism which reduces man to spiritual mind and body. The term projection has that see with the concept of Freud as a mechanism of Defense of the subject to face the anxiety and it blames under disorders psychological. The subject projects internal perceptions that cause emotional processes and do not assume as their own so we project them onto others. Are processes unconscious to release the load that we cause those emotions or ideas. Thanks to the projective techniques is reflected in the external unconscious processes through answers that gives the subject to stimuli that are presented. Projective techniques investigated not only that (the verification and evaluation of the externally observable) conduct but that they started questions, he the how and the why and also the what. Not only comply with the responses according to the model of the reflex arc (estimulo-reaccion), but that its main objective is to understand that internal factors are rozados by the stimulus and influence the response. Striving to delve into the understanding of the core where they originate. The personality of the examiner often has a decisive influence on the results obtained by what must be administered and evaluated by experts with extensive clinical training.
Benefits of learning other languages
It seems that already not just enough to have a good command of English, today have a good command of languages like Russian, Chinese or Arabic, has become the key to be the perfect candidate for many jobs in the field of finance and tourism. English and German, without a doubt, dominate the sectors related to research, technology and science. It is important to choose the language according to the needs and both professional and personal perspectives of each. Motives for learning new languages other than ours are infinite, but as in all things, there are some who have more weight and importance to the professional and personal development. Here are the main reasons that should motivate us to learn other languages, are sure that after reading them, you will have it very clear. 1.
A Curriculum Vitae more competitive. Your CV will highlight the rest. Today those languages are the appearance more valued at the time of choosing a candidate to a since of work. 2.
more employment opportunities. The increased opportunities to find a job is considerable, according to experts up to 40% more likely. 3.
promotion professional. The multinationals or companies with businesses in other countries consider it indispensable when it comes to get a promotion. How much more knowledge of a language or several, more opportunities for promotion. 4.
opportunities in other countries. The current economic situation is forcing many professionals to develop their careers in other countries that offer more opportunities, and certainly impossible without speaking the language of the country of host. 5.
experience of living in another country. For reasons not only professional, but personal. Speak other languages will give you the opportunity to experience a wonderful in another country, either to study or to work. 6.
a trip abroad. To have a good command of a language is very important to spend some time in the country where the language is spoken. There are agencies that specialize in the Organization of this kind of travel, as for example ESL, where you advise on everything necessary for a language course. An unforgettable and rewarding experience. 7.
Learn about other cultures. Live together with people from another culture different from ours ago having greater respect for these. At the same time that our mind is opened and is enriched with new experiences, actively contributing to our personal development. 8.
more access to culture. The vast majority of Best Sellers come from writers who write in English. The version original of them films of cinema are mostly are in English, as well as a lot music that we hear daily is also in English. It seems that there are plenty of reasons to learn the language of Shakespeare. 9.
travel all over the world. It is much more interesting and profitable visit countries and be able to understand what is happening to your around, to communicate without difficulty and live to the fullest experience. 10
internet and social networks. We live in a globalized world where borders barely exist, and less on the network. Opportunities to meet and connect with other people has no limit if languages are spoken.
Challenges of education for work
Education for work aims to empower people so they can perform work and they can be economically active in society. The requirements of the labour market, especially of companies makes will require very specialized professionals in ever shorter time periods. There are questions mainly of educators, to the education traditional to the work that say that is important training to them people not only for the work but also in values and in behavior social. Issues that have to do with the education of the adult within a community and family in pursuit of a greater technical expertise are neglected. Paradoxically companies seeking qualified personnel, when making your selection, complain that many profiles do not conform to the canons of values and ethical conduct of the company. Directors and managers of human resources consulted about this issue say they prefer widely choose candidates with fewer technical skills and good values and conduct than the other way around. To possess less technical preparation for his position, this
gap can be solucioado by the company through internal training. But otherwise it is impossible to resolve because the lack of values and social behavior is a flaw that is not available through courses. The incorporation of knowledge, skills, and values from an early age, set the precise combination of new education for work that will require not only the labour market but the company for decades. Both the State, academic institutions and the private sector must be the executors of this paradigm shift that comes out for years.
Tom Peters
Born in Baltimore - United States-in 1942, Tom Peters worked in the Navy and the Pentagon, then membership in the prestigious American consulting firm McKinsey and Company. Author of more than ten publications, has written the book "In Search of excellence" along with Robert Waterman. Published in 1982, the book was based on
innovation as a growth tool.
Excellence is a way of life, says the author. To achieve what we crave on a personal project is necessary to
risk, add a "plus" which motorize our confidence.
In his publications, Peters directs his ideas to the world of business, with basic and innovative premises. Considers that business Chief likes lead, be heard and be a great story Narrator. Also highlights the predisposition that there are that have on them customers: be attentive to their demands and be efficient in its care guarantee the success of the project business.
In his book "Project 50", Peters points out that
technology has forever changed the rules of the business game. Therefore, companies will streamline constantly, so a project that frame some reformulations pointing to creativity and boldness is necessary. The strategy is refocus and reshape permanently, to transform each task into something remarkable. From there to the sale of our product must nurture simple skills that will allow us to go step by step in each stage. So no need to start with an ambitious project; a simple idea to develop enough. In "Trends", Peters points to the modernization of the company, which needs to be attentive to the changes needed in times of global macro-economic crises such as the current. It is key to be predisposed to these variables: in the case of "Trends", Peters discusses the growth of the marketing to women, which has changed the strategies of seduction in the acquisition of consumer goods. His latest book, "The little big things" (from 2010), lists a number of topics in a single concept: "excellence is not a process of years, but a mental process that is reached in 1 minute". Stresses the importance of the "experiential marketing", that allows us to achieve the "added value" to our work. Create simple ideas is not synonymous with immediate success. They need a prior study and a planned development work afterwards. We must learn from the errors, says Peters. Over and over again. For this purpose, it is necessary to have certain "attitude" to go outlining the intended idea. From the simple to the complex, leadership of a person is determined by your attitude towards every daily action. Commitment to the things, contraction to work and listen to others with interest are some of the ideas suggested by Peters. These issues should be applied in any type of enterprise to perform, to achieve efficiency, profit and customer satisfaction.
Stephen Covey
Stephen Covey (1932-2012) author of a big hit called "The seven habits of highly effective people", which became an object of worship among the business world. Those habits which he described were: 1. be proactive 2. Begin with the end in mind 3. First thing is first 4. Think win - win 5. Try to first understand and then to be understood 6. Synergize 7. Hone it sword published in 1989, the book was the stone basal in which is developed its bibliography rear, as is observed in others publications as "leadership centered in principles" or in "first it first-reflections daily-" recognized by the magazine Time as one of them 25 U.S. more influential of all them times, Covey has exposed certain tips on how change the course of our lives based on experiences simple. At his bedside book, Covey says that to understand our essence we must be honest with ourselves. "If we understand our mistakes can understand others," explains. Human beings have a deep desire to be understood by the other, says Covey. In a culture in which understanding is almost a precious treasure, the beginning of influence begins with a mutual understanding. The world has changed in recent decades. He bore away to a "was of the information" has made our life more complex and stressful. There is a constant challenge to our role in these times. At work, in the family, in friendships. And fear reigns in the minds as a barrier difficult to overcome. Covey believes that independence has become a valuable item in the present. Living in an interdependent reality, it is necessary to find tools that help us not to lose our essence. To understand the process of "timing" of one person, the first issue happens to be proactive, that will allow us to have a clear understanding of our destiny in life. That target should imagine in our minds, to make this display happens to the real thing, which leads to a personal and independent realization. Here appears the concept of synergy, that Covey is the essence of leadership. Synergy means working together. To make an organization work in synergy should have a series of points that the company must take into account, as the clarity of the principles and objectives for all staff. In the business world is seen more and more planning dedicated to team work, motivation as a distinctive element. Create a culture working according to the requirements and that generate fluidity in the Exchange is the key of the progress. Here the leader plays a major role. It leader must convey their ideas to them workers, so they can adapt is to them needs of the company. To do this you should know there are aspects to take into account to guide the team. When Covey refers to the team, mentioned that there are three different types: the self-directed and the cross-functional teams of solution of the problem. Problem solution teams provide suggestions, the self-directed operate in question and the cross-functional combine aspects of the previous, to impose the feedback and future planning. In the set of ideas that flow between the different members, emerges the need to be exposed to new demands to which a company must be prepared. If these aspects are not taken into account, it is very difficult to think of a lasting success, says Covey.
Michael Porter
Born in Michigan (United States) in 1947, is the author of the main concepts modern on strategy competitive. "The five forces Porter" is a strategic model that the writer has been reported for more than 20 years. Concepts are there concentrated as the bargaining power that should have buyers and sellers, the threat from new entrants and substitute products and the rivalry between competitors. "Not enough to be efficient. Create added value by being aware that we are part of a society, and that without it you can not grow my business,"he explains. Currently no focus on the market to be successful. We must expand the eyes thinking of the community to which we sell our products. Entrepreneurs must have awareness on the needs of the society. There is the key to a company can increase its profits. Those needs condenses the importance of the strategy that a company should have. "The strategy is the way to be unique," certifies Porter. That will allow us two things: first, doing things in the best possible way. Second, make things sustainable and unique on the market. To survive in the market, must be considered the concept of "shared value", which is the immediate need for companies to evolve. Must think in the impact shopping by about the actions of marketing, says Porter. The shared value should rethink the customer need, redefine the reproducibility in the value chain and facilitate the development of local "clusters" covering the needs of the communities to which a given product is aimed. The "clusters" are geographic concentrations of firms, institutions and universities who share an interest in common by a strategic sector. Boost the innovation, improve the competitiveness and promote to the sector are some of the premises of these conglomerates, that is found in several countries of Europe, in United States and that is has begun to apply in Latin America. The thought of Porter is oriented businesses have a comprehensive look, enabling them to solve the social problems that neither governments nor NGOs can achieve. For such a comprehensive look involves a rapprochement between the entrepreneur and the people, diversifying markets and pointing to every need of the consumer. If entrepreneur gets it, will expand their profits. Porter believes that the emerging economies will lead the market of the future. China, India and Latin America (especially Brazil) are some of the examples highlighted Porter. It's producers of raw materials with great potential for expansion, but who require appropriate political and economic reforms that increase the competitiveness. For developed countries the aim is similar. Entrepreneurs must implement policies close to the needs of the region to achieve a new business model, Porter mentioned.
10 keys to learn languages
Spend some time in a foreign country to learn a language is the most effective way to acquire the knowledge necessary to master and express themselves fluently in a given language. In addition to perform a course of language, not there that forget certain tips so your experience is more profitable and get your objectives. They are the keys to success is in your hands. Discover them! Increasingly more people are aware of the importance of having a brilliant resume in terms of knowledge of languages. Why specialists and professionals in the area of language learning recommended strongly that the faster and more effective way to manage well with another language is making a stay abroad, thus achieving a language immersion full in the language that you want to learn or improve. The great advantage of being in the country where the language is spoken is the constant contact with the language, the ability to speak it and practice it with people from the country or is foreign at all times, at school, on the street, in the supermarket... wherever you go, there will always be a perfect opportunity to practice and improve. Notes and put them into practice: success is assured. . First, make a language course at a good school, a good base is essential. . Squeezing the hours of class, perfect time to resolve all questions asking the teacher and debating with colleagues. . Interact with people from other countries or the country itself. Avoid creating a circle of friends with people from your country. Remember that the goal is to practice the new language!. Something intense social life: there are always spaces such as pubs and bars where exchanges of languages are organized. A perfect opportunity to meet people from the country with the same interests. . Enjoy the stay living with a family in the country. Without a doubt, a good option for a good language immersion. . An internship in a company that interests you, will increase as well experience labour and in another language, perfect for your resume. . In countries like England, a very common option is volunteer work in stores of charity (charities) or NGOs. Great way to interact with people at the same time that aid to those most in need. I am sure that there are such organizations in any country. . Read the local press to keep abreast of what is happening to your around. . Read your favorite book in another language or the great classics of this new culture. Experience this sensation! Don't forget that reading is one of the best ways to learn languages. . Just sit in front of the TV to see local news programs or a good movie, a very entertaining way to learn expressions and imitate the accent. Choose your next destination, there are thousands at your fingertips learn French in Montpellier, Rome Italian or English in London. Choose the best for you!.
Aspects key to confront with success a process of selection
The resume should summarize the experience of the candidate described in terms of responsibilities and achievements. The extension ideal is of 2 or 3 leaves and is should take care to the maximum the drafting and the spelling. During the interview is fundamental manifest
security in one same, speak positively of jobs past and demonstrate professionalism, as well as care for the appearance and the language not verbal. Selection managers prefer interviews by competencies against the biographical and most recognise that it has raised the level of demand due to the need to incorporate the very best talent in times of crisis. Hudson human resources consultant has conducted a study among 850 of its European customers from different sectors to find out what factors play a fundamental role in the selection process.
Montserrat Luquero, Managing Director and CEO of Hudson says "many candidates give us their questions about how to deal with certain aspects of the selection process. At the moment in which the rate of unemployment in Spain is so high, we thought that this study can help many qualified professionals who are looking for work to clarify some of the basic issues that should be considered to succeed in his quest". Through a questionnaire carried out those responsible for selection of each company, there have been interesting conclusions that can help candidates who are actively seeking employment. The study addresses the
two essential aspects to consider in any selection process: curriculum (content, format, length, presentation, etc.) and
interviews (previous preparation, used typical, technical questions, etc.), all from the point of view of the interviewer/coach. Then we collect the main conclusions of this research:
The ideal curriculum in content and presentation
70% of the respondents think
the CV must contain a summary of the experience of the candidate described in terms of responsibilities and achievements, and 80% points out that gives more importance to the experience than training. 91% believes it is essential to explain the "holes" unemployed and for 79% is very useful to include a professional summary. 69% takes into account the letters and 67% the hobbies and interests of candidates. 58% of the interviewees considered very positive to include a collection of companies in which the candidate has worked, but a 95% not recommended to include the logos of the companies. Providing salary details and give reference contacts in the CV is not as important as it might seem, since only 39% and 36% respectively recommended it. In terms of the formal aspects of the curriculum,
the extension is one of the issues where consensus seems to be, since 57% believed that two pages is ideal and 38% of the opinion which can be three. Only 4% would say four pages and only 1% a. Opinion is more divided in aspects as if it is convenient to include a photograph (indifferent to 55% of those surveyed, 45% negative and positive for 10%) or if the document is written in Word or another program (indifferent to 48%, 45% negative and positive for 3%).
Care for the wording and language is very important in drafting the curriculum, since, to 98%, spelling and grammatical errors are causing worse impression, while 76% also negatively assessed the use of jargon. 61% a negative opinion to the candidate point produces them a long list of jobs and 51% says that writing the curriculum in third person also is something harmful. As regards them aspects that seem to not influence or positive or negatively in the opinion of them responsible of selection is found the
share tastes and hobbies with the candidate (indifferent for the 88% and positive for the 6%) and
send the curriculum by mail postal instead of by mail (to the 79% you is indifferent and to the 11% not you like).
The interview
The behavior that the candidate manifest throughout the first interview is essential so that the interviewer can make a clear idea of the personality and the suitability of the candidate for the post. According to respondents,
attitudes that contribute most to impress them in a positive way are: the self-assurance of the candidate (100%) speak positively of their employment current or past (92%) and demonstrate professionalism (70%). On the contrary, some
attitudes that really irritates interviewers are: leave the mobile on (78%), the sarcasm (55%), the "mumbo-jumbo" or talk without saying anything (49%), talk negatively about current or past jobs (28%), respond briefly and dry (25%), avoid eye contact (23%) or show arrogance (18%), among others. Formal aspects: first impressions it seems that they are important and candidates should take it into account because they won't have a second chance to make a good impression. The aspect that stands out most is the hygiene and cleanliness of the followed (very important for 69% of the respondents) candidate to wear suitable clothes and no strident (important to 58%). Other aspects that are valuable but not crucial are sitting straight and smile, shake hands firmly, have a friendly and open attitude, not wear strong perfumes or excessive make-up and lead a good haircut.
Type of interview: 70% of respondents said that competency-based interview was most useful. 13% prefer the interview based on the skills of the candidate and a 12% prefer the biographical. 4% don't use a particular type of interview. During the course of the interviews, there are a number of "key issues" that help to form an opinion of the candidate. One of them is the last jobs, and it seems fundamental that candidates do not speak poorly or criticize former heads, since for 60% of the respondents it causes a bad impression, while 78% appreciates that the interviewee speak well of their old jobs. The wage issue is also controversial, since sometimes candidates don't know very well when to deal with it, and the truth is that the opinion is very divided. 27% of respondents expected to do it before the first interview, 25% during the first interview, 23% in the second interview, 24% in successive interviews and 1% ensures that they should not consider never. Alfredo Santos says "this issue is very controversial and it seems that there is a unanimous opinion among respondents, so the best thing is that the candidate should be guided by common sense. In this respect candidates who are presented through selection consultants have advantage since they tend to know the conditions before meeting with the client." Another aspect that tends to worry about the candidates are the possible tactics that interviewers use to evaluate them, because the level of demand has hardened in recent times. 70% of the interviewees recognized that in the last 2 years have changed the way of doing interviews, and try to know more the candidate, probably motivated by the current environment of competitiveness and the need more than ever in times of crisis to incorporate the best possible talent. 28% of the interviewees recognize that on occasion he made a rather "aggressive" interview to stress to the candidate, but 72% say that this strategy is a thing of the past. Also 89% not employed deliberately hostile with the candidate to put to test, although there is 11% which if you would. "Once seen the results, as experts in search and selection, we are very much agree with the views that have been our customers. The ideal curriculum should be concise, just 2 sheets and is very important it is described in the achievements in each of the jobs. As for the interviews, I recommend always candidates are mostly very natural, very sincere and concise in the exhibition", concludes Montserrat Luquero.
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