Imagine yourself in front of an audience eager to see your performance. This is the same scenario that many candidates face during selection processes. But are we really giving them the opportunity to shine?
Increasingly, good selection processes don't seek to be convinced by good narratives, but rather provide a space, excuse our metaphor, a stage, for candidates to demonstrate who they really are and what they have achieved throughout their careers.
And just as a conductor regulates each instrument to create a harmonious melody, HR managers need to find the right balance to keep their selection processes in tune, like an orchestra.
But how do you do this in practice? How do you create a selection process that reflects an organizational culture and values not only technical skills, but also the individual characteristics of each candidate?
The answer lies in the technology you use in your selection processes.
The world's leading companies use selection methods inspired by the reality they live in. These methods go beyond simple behavioral assessments, but rather genuine experiences that put candidates in uncomfortable situations, allowing them to demonstrate not only their technical skills, but also their capacity for adaptation and resilience.
These methods and scenarios are possible thanks to the humanization of processes and the use of technology. There is still a long way to go in Brazil to overcome the resistance to technology in selection processes, because we have the false impression that everything is more of the same, whether in the position of the companies or the candidates. We still have a culture of aversion to more rigorous tests and assessments.
Structuring a selection process that reflects your corporate structure and organizational culture makes this process more efficient, more assertive and more appropriate, thanks to technology, and with significant importance to the results presented.
In this way, those selected feel like winners and part of something bigger from the outset, and everyone wins. After all, what any good selection process is looking for are professionals who not only fit in with the company's culture, but also contribute to its growth and success.
Returning to our metaphor of the stage and the conductor, the next time you're looking for a musician, ask them what instrument they play best, then hand them that instrument and ask them to play it. If he does, you can count on this musician for your orchestra.