La Nación - 31 May 2010
The new organizations oriented towards an increasing sociological and technological turn have been working hard to move to year 2000 successfully.
With a vision that needs to be open in order to understand our language that globalizes absolutely everything, we are pushed to modify and to improve what we have already learnt, to investigate new approaches and to incorporate different inputs from other cultures, which have been alien to us until not so far ago.
A response to the crisis we are living through is the redefinition of profiles and the importance given to personal growth, to the new position in life and to the working market.
In view of this transformation, the profile of the job selector of the new century should be revised and be placed in a strategic position in order to become a first class manager of resources.
Even bearing in mind that styles may differ, the job selector´s task is focused basically on obtaining and evaluating information. S/he should be a facilitator of change, a resource of the customer´s working team in order to add a further value to the team itself, have common sense as a good listener and be flexible enough to predict and to innovate the actions to adapt to the actual circumstances.
One by one
The selector of the 2000 should have some of the following competences:
• Common sense: obviously necessary but not very frequent. An essential condition for any action that is supposed to have some criteria. The selector must focus on each step to achieve objective conclusions.
Common sense may be defined as a type of practical intelligence in the perception of phenomena. It allows us to be in a position from where we can understand speech dynamics better.
• Listening capacity: the selection task implies, as one of its basic functions, proper listening, that is, to keep silent to let the other person talk and deploy his/her ability. In what the other person says we should look for the authentic and true meaning of what is being said, and catch the sense and the intentionality of the speech.
• Prediction capacity: the analysis of the observation and proper listening allow to elaborate a series of hypothesis of reliable prediction , with enough grounds of support.
• The exercise of conscientious thinking helps mental accuracy in the search for results more exact that those provided by mere intuition. The achievement of more accurate predictions involves the thoughtful use of specific tools, which requires the proper use of techniques for the psychological evaluation of the personality.
• Innovation: the selector should reprocess the steps of his/her routines, change strategies on the spot to place him/herself in the best suitable place and moment, and avoid getting stuck in the monotony that may prevent motivation.
• Adaptation and flexibility: these are behavior categorical patterns that the selector should invoke every day, if he or she wants to understand and to meet the tendencies: new, past and future ones. It implies to conjugate the three tenses on a scenario both volatile and constantly changing.
The selector of the new century should assume without hesitation , though not impulsively, each new situation; know and manage new technologies; think aloud with his/her clients to generate different alternatives in the search for better results.