The CV challenge: assessing candidates' skills at the pre-selection stage
In today's world of work, assessing a candidate's skills through a curriculum vitae(CV) is becoming increasingly complex and challenging. There are many reasons for this phenomenon. On the one hand, there is the increasing number of applications that companies receive with each advertisement. On the other is theincrease in training opportunities that people can collect over time. Work experience, then, is also increasingly fluid and diverse, which makes it more difficult to distinguish real talent from those who can simply "sell" their image. In addition, the traditional CV can hide much more than it reveals, overshadowing skills relevant to the company and leading to poor choices in candidate selection.
Strategies for assessing skills in the pre-screening phase
To overcome these problems and achieve a more accurate assessment of candidates' skills, several strategies can be used at the pre-selection stage. For example, one can consider using psycho-aptitude and personality tests. These tests provide a more complete picture of the candidate's profile and soft skills-those soft, non-technical skills that significantly influence job success. In addition, one can take advantage of the potential offered by professional social networks, such as LinkedIn. Indeed, in these channels it is possible to check the recommendations and comments of the candidate's former colleagues and superiors, obtaining additional information about the candidate's actual skills . Using these strategies in combination will then provide an even greater level of accuracy in the evaluation of candidates.
The benefits for companies
Knowing candidates' skills in advance has advantages for both the company and the candidate. For companies, it means being able to devote more time and energy to evaluatingprofiles that are truly in line with the needs of the role. This not only streamlines the work management of HR professionals, but also increases the likelihood of selecting the right candidate. At the same time there are also significant advantages from an economic point of view. In fact, a more accurate assessment of competencies at the pre-selection stage helps reduce costs due to a possible "bad choice," such as the training needed for a new employee revealed to be unsuitable for the role after joining the company.
The benefits for candidates
For candidates, on the other hand, being evaluated based on one's actual skills allows one to avoid unrewarding or stressful work situations, finding employment that is better suited to one's expectations and potential. In addition, careful selection based on actual skills encourages entry into companies with a more stimulating work environment, where it is possible to grow and challenge oneself. In conclusion, investing in a pre-selection phase that is more attentive and targeted to the candidates' skills is a winning strategy for both the company and the candidate, with important positive effects on job success and personal satisfaction.
