Labor trends are changing depending on the needs of companies and, with them, the skills and characteristics that The recruiters look In the new candidates.
In the same way that there are warning signs during the selection process that automatically make recruiters Discard candidatesthere are also other characteristics that make them win many points.
Take care of your curriculum because they will read it
The Sumume Genius Employment Platform has prepared A survey in which he has asked 625 managers and managers of the Human Resources Department in the US.
The survey data reveal that, when a candidate’s curriculum reaches his hands (probably after a First filtering by AI) dedicate time to Review knowledge and skills of the candidate.
78% of recruiters and managers claimed to dedicate more than a minute to review each curriculum before moving to another candidate. This time is much higher than the one that was used to employing in large companies, where the candidate’s curriculum was valued In just six seconds.
57% of those responsible for hiring in companies dedicate from one to three minutes for each curriculum. At the ends we find 22% of the recruiters who dedicate less than a minute to discard or accept each curriculum, while 21% takes it easy and dedicated more than three minutes to know the Skills and knowledge of candidates.
By age range, they are the most veteran recruiters of the Babyboom generation who spends the most time to Examine each curriculum. 37% of those responsible for hiring this generation claims to dedicate more than three minutes, compared to 24% of generation X recruiters, 19% of the generation or only 16% of generation Z.
If the position you postulate is in a technology company, the attention to the curriculum It intensifies. The recruiters of this sector claim to use more time by reviewing the training of candidates and their skills. 51% of these recruiters use between one and three minutes in each curriculum, and the percentage that dedicates more than three minutes amounts to 28% in this sector.
More skills and less “titulitis”
One of the most important changes in the hiring trend that has occurred in recent years, has been the change in priorities when considering the candidate For a vacancy.
While a decade ago The degree was much more taken into account Academic, over time it has been losing ground to leave space to other values such as experience, attitude or soft skills (soft skills). In fact, 48% of respondents claimed not to have hired suitable candidates, but who lacked these skills.
Surprisingly, although the sections of “work experience” and “education” still have an important weight in the assessment of candidates, 57% of recruiters affirm that the “hobbies and interest” section is between one of the three sections With more weight of the curriculum.
Those responsible for recruiting in this section additional information About personality and values of the candidate, something that is not always conditioned by the academic level. So much so, that 43% of recruiters said not to demand a title of a prestigious institution to consider a candidate, but 54% would not take it into account if they did not have soft skills or a positive attitude during their interview.
The commitment to Gene generation values makes 36% of recruiters belonging to this generation give great importance to this section, so it is expected that in future weight in decision making on hiring.
43% of recruiters ensure that for them it is a very good signal appreciate enthusiasm or positive attitude to the position or to the company. On the other hand, 63% believe that detecting that the candidate is lying in his answers, if he uses inappropriate language, or criticizes his previous partners or employers, is sufficient reason for discard it immediately.
In Xataka | If your chair holds in a job interview, it is no accident: they are evaluating more than your curriculum
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