The survey considered the response of almost 300 professionals in the area and made clear the tendency to value behavioral aspects despite a strictly technical evaluation
Emotional intelligence, ability to manage people and solve complex problems, be customer-oriented and know how to negotiate and make decisions are, respectively, the five most important features for a professional in a large Company. The list is the result of a survey conducted by d’hire – executive search marketplace, which mapped the HR sector in Brazil.
The survey considered the response of almost 300 professionals in the area and made clear the tendency to value behavioral aspects despite a strictly technical evaluation -only 4.4% of respondents said that this latter is the most important aspect to evaluate a Candidate. however, it still lacks a better performance of HR departments in measuring more accurately issues such as cultural adherence between the company and potential Hired. altogether, 73.3% of respondents lack tools to measure This.
“The importance of evaluating the cultural adherence of their candidates before hiring is well known by HR professionals, on the other hand, the companies are still lacking solutions that enable this cultural match, “says Mr.Guto Polycarpo, founding partner of d’hire. “so we developed a Cultural Match Evaluation tool that the companies can use in all selection processes conducted at d’hire,” he tells.
The survey also analyzed the relationship between HR departments, recruitment platforms, and headhunting Companies. In cases where this partnership occurs, the attributes considered most important are a good candidate evaluation and agility. Not by chance, there is also one of the great bottlenecks: according to 80.4% of respondents, vacancies announced in digital environments that do not have the presence of a professional specialized in recruitment and selection attract a very high number of candidates out of the desired profile.
When they evaluate selections made by headhunters, one of the biggest complaints (of 41.9% of Respondents) is the difficulty of understanding the technical profile of the job position. “at d’hire, each job position is handled by certified headhunters that performed well in similar positions and in the same industry segment of the hiring company in previous jobs at the platform.” Polycarpo Tells. It is a necessary step: still according to the survey, for 49% of HR experts, the ideal number of the shortlist of candidates to be interviewed should be between 4 and 6. “that is, to arrive at a qualified shortlist you need to do a detailed work both search and evaluation of candidates,” says the founding partner of the d’hire.
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