Psicotec Peru: General Manager Selection Project for a State Company

Today we talk about an important General Manager Selection project for an important State company that we have developed from Psicotec Peru. But to understand its significance, it is first necessary to make an overview of the situation of the labor market in Peru.

In Peru, after a few difficult years, the labor market is seeking stability amid unfavorable economic indicators and a turbulent political landscape. The Annual Conference of Executives (CADE) kicked off its forum for this year 2023 by exposing the impact of the recession in our country (the largest recession in the last three decades), as well as some reasons why we have reached this point: contractionary macroeconomic policies, the El Niño phenomenon and the situation of violence in which the country finds itself.

The current context impacts when recruiting and selecting personnel, since uncertainty or the prospects of instability complicate decision-making by those who are considering a change of employment.

What does this selection process for General Manager for the State Company of Private Law consist of?

With this challenging panorama, and the experience that supports us in this type of position, we assumed the search and selection of a General Manager for a company in the State services sector. Psicotec is certified and bases its recruitment and selection methodology on ISO 10667, a standard that endorses good practices in the evaluation of people in work environments and organizational contexts. In addition to regulatory compliance, this challenge is compounded by the meticulous care of the process to comply with the guidelines of the regulatory body, FONAFE (National Fund for the Financing of State Business Activity).

Stages of the General Manager selection process

1. Validation of the profile of the position of General Manager for a State Enterprise: Once the requirement has been formalized, and before starting the search, the parties (the applicant company, FONAFE and Psicotec) establish the profile of the definitive position. Based on the indispensable requirements of FONAFE, we incorporate and specify the conditions in terms of training, experience and indispensable and desirable knowledge to serve as General Manager in this large-scale State company.
2. Execution of the selection process for General Manager for a State Company
   1. Call: Once the final profile has been validated, the work schedule is established and the call is launched. On this occasion, the publication of the vacancy in at least three job portals is required, in addition to its dissemination in other media such as universities, postgraduate schools, etc. During the days that the call lasted, 608 CVs were collected both through publications and through direct search techniques for Executive Search, to be considered as candidates.
   2. Technical Skills Assessment: After the success of the recruitment stage, the comparison between the profile of the position and the candidates’ CVs is carried out. In a first filter and given the demands of the requirements of the position, 96% of the applications received do not meet any of the essential conditions. Only twenty-five candidates are pre-selected with whom progress is made by conducting a telephone survey. After this first contact with the candidates, 28% show no interest in advancing in the process and 20% do not meet the profile after a meticulous review of the documented CV (considering the time worked through employment certificates). Finally, thirteen candidates are presented, complying with FONAFE’s requirement to submit a list of approximately five to twelve candidates.
   3. Soft Skills Assessment: Once the list has been validated by FONAFE, the stage of evaluating the candidates’ skills is advanced. At this stage, the following are evaluated:
      1. Managerial Competencies (established by FONAFE). The level of development of managerial competencies is measured according to FONAFE’s competency leadership model.
         1. Strategic Vision
         2. Management Capacity
         3. People Management
         4. Collaboration and Influence
         5. Change Management
         6. Alignment with the Standards.
      2. Work Experience. Ability to face roles or functions to assume managerial positions.
      3. Personality Factors. Personality traits and innate tendencies that a person leans towards
      4. Motivation. Values, interests, or ethical qualities that influence career

How are the candidates in the selection process for General Manager for a State Company evaluated?

To evaluate all these factors, Psicotec programs a battery of its own psychometric tests that are applied online and which compile indicators related to personality, logical reasoning capacity and supervisory or command capacity.

With these results, the candidates are summoned to a first individual virtual interview in which their professional career is deepened and a practical case or Assessment is developed to measure leadership competencies.

Subsequently, a personal interview is scheduled in which the required competencies are evaluated through the critical incident technique, as well as the motivation of the candidate for the job.

Considering the FONAFE competency dictionary, the competency development of the candidates is assessed and those with a greater suitability for the position are pre-selected.

At this point, it is important to indicate the follow-up work by Psicotec to the candidates, seeking at all times to ensure that the candidate’s experience is as satisfactory as possible, maintaining contact, offering feedback and informing of the successive steps in the selection process.

Finally, and before presenting the shortlist of candidates, at Psicotec we carry out both the personal and professional verifications required by FONAFE. At this point three of them were discarded.

The selection process by Psicotec ends with the presentation of the shortlist to the company’s Board of Directors, together with the file of each of them. It is the Board of Directors who, as the final decision-maker, must select the candidate who is best suited to the position.

At Psicotec we have a Passion for People and we can help you shape any talent needs that your organization may have. From Psicotec’s Search, Selection and Headhunting Area we will help you identify, attract and incorporate the talent you need.

Contact Psicotec here.

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