Getting to know a good candidate.
The time that recruiters usually must analyze profiles in depth is usually very limited, so it is important that you know what we are looking for in a good candidate.
When we are in a recruitment process, we like the prospects we receive to be clear about their aspirations, the skills they master, and their strengths.
We consider it extremely important that they are sold in a good way deepening in the above, in addition to completing the evaluation for the position and always trying to attach a concrete, visual and informative version that is simple to understand and that contains the work and educational experience. We want it to be in this order, not because it is less important, but because experience reflects how knowledge has been applied in the real world.
It is also essential that when presenting a resume or summary of experience, the content of this is adapted to the position or responsibilities to which it is being applied. What I recommend is to make a deep review of the requirements of the position, match the experience, and highlight the achievements and knowledge that you have regarding that area, so that it is more enriching and that the recruiter pays more attention to your profile, since this manages to give the perception that you are a leader, who masters the skills that the company needs.
Even if you do not have experience in the world of work, you can highlight projects, ideas, or initiatives in which they were leaders or that had a great impact, during the studies.
The necessary skills can depend a lot on the position. However, profiles are usually sought with ease of project management, negotiations, teamwork, and levels of responsibility, because they give a perspective of the experience that a person could have participating in projects or being proactive and working with other people. It is what we call “soft skills” that are necessary for any workplace and attract the attention of an employer by demonstrating how people behave when entering a group where processes and responsibilities will be shared.
Mentoring can differentiate you in the work field.
Team leaders or recruiters can easily realize when a person has had a mentoring process because they have greater clarity in their way of exposing their skills and the development plan they have worked on together with their mentor. In addition, something important that we do not normally all has is well-defined aspirations.
A successful mentoring process primarily identifies the goals of the mentee and makes an analysis of their current situation. This is so that, by knowing where you stand and what areas of opportunity you have, you can draw the line or the path in which you must work.
The mentor usually serves as a guide to doing a self-analysis to find a person’s strengths and support answering the question “Where do I want to go?”, so that realistic goals can then be defined in a certain period that results in a timely development plan.
A person who had this process has experience in working with their skills and in reinforcing their areas of opportunity, and above all, they have exposed their knowledge to the mentor, and this makes the mentee more secure and loses the fear of leaving their comfort zone, taking risks and exposing yourself in a different way with more people.
All the people with whom I have had the opportunity to participate in mentoring processes have had an enriching experience in a personal way, which helps them grow faster and easier. So, clearly, for companies, an employee who has gone through these experiences has more visibility and has been exposed in a much more effective way.
Accompaniment of a mentor: what companies are looking for.
When companies have employees involved both as mentors and minds, they decrease turnover as they are constantly working on their development. Normally, these are people who have more self-confidence, have ease of communication, easily expose the knowledge they obtain from the areas in which they have worked, and are clear about their career path.
If companies identify the person who has the skills plus the ideal growth plan for the position they are looking for, it is more easily known that they have the right candidate in the right place and time.
I believe that it is always advisable to make a self-analysis of the market in which professional house is developed since the goals established for job growth depend on this. However, relying on a person who has already gone through that process and who has the experience that can enrich effective decision-making, can make all the difference in the steps that are taken when entering the labor field.