Attracting and identifying Talent is a challenge for any organization. With each new incorporation, it is necessary to implement a series of induction tools that are aimed at the quick and effective integration of the worker. <\/p>\n
This commitment to external talent will allow the company to grow through the new knowledge and skills incorporated but, of course, it entails the use of a series of irreplaceable resources. What if the incorporation is not successful and the worker ends up not integrating into the organization? The investment would become a cost and the company would have to start a new search.
\nFor this reason, for some time now, companies have been becoming aware of the importance of selecting candidates based on criteria other than experience and training. <\/p>\n
Psicotec<\/strong>, an HR consultancy specialising in Talent Selection and Development, understands selection as a process that must go beyond the CV. It should focus on the person’s personality, skills, values, and competencies. Only in this way will the candidate be successfully adapted to the position and the culture of the organization and, therefore, ensure engagement<\/em>. <\/p>\n In line with this idea, Psicotec<\/strong> has just incorporated personality analysis through the candidate’s fingerprint<\/strong> as an extra service within its selection processes. A particularly interesting tool to consider in millennial<\/em> and digital profiles. Psicotec<\/strong> is committed to innovation and digital transformation as a philosophy of life. In the words of Carmen Rodr\u00edguez, Director of Selection and Evaluation, \u201cin an increasingly digital world, it is the digital tools themselves that will help us to be more competitive\u201d. <\/p>\n
\nThrough a powerful and innovative technological development based on the Big Five Theory, this tool analyzes personality through digital fingerprinting following the candidate’s trail in their publications on the internet: social networks, blogs, forums, etc. <\/p>\n