{"id":3948,"date":"2025-05-26T18:45:11","date_gmt":"2025-05-26T18:45:11","guid":{"rendered":"https:\/\/dev.psicotec.com\/?p=3948"},"modified":"2025-05-26T18:45:11","modified_gmt":"2025-05-26T18:45:11","slug":"what-changed-in-human-resources","status":"publish","type":"post","link":"https:\/\/www.psicotec.com\/en\/what-changed-in-human-resources\/","title":{"rendered":"What changed in Human Resources?"},"content":{"rendered":"<p>We are all aware that Covid-19 has been a before and after in our lives, but beyond the health crisis itself, from the perspective of talent and the Human Resources sector, it has become a milestone that will undoubtedly mark a before and after&#8230; that is why we ask ourselves today <strong>what has changed in Human Resources.<\/strong><\/p>\n<p>Economic activity has been seriously affected: limitations on mobility and the movement of people, the closure of businesses in the most vulnerable sectors and an uncertainty that both the business world and the labour market are trying to cope with, learning to continuously adapt to a progressively more volatile environment.<\/p>\n<p>The progress of the vaccination process at a global level is allowing us to glimpse it as increasingly close<strong>  the so-called \u201cnew normal\u201d. It is already beginning to be felt in the business world but the normality that we are beginning to perceive is, as its name suggests, new, different and to a certain extent strange. <\/strong><\/p>\n<p>The return to this normality undoubtedly implies the need to look for and incorporate again the talent that best fits our organizations, but these hires cannot be like before. They must necessarily respond to the changes that we have experienced in recent times, from the very process of searching for and selecting professionals, to incorporation and integration into the company. <\/p>\n<p>Therefore, we want to <strong>make a brief reflection on all these changes that are being implemented in human resources management and that we must take into account<\/strong>:<\/p>\n<ul>\n<li>The search and selection process.<\/li>\n<li>Talent management.<\/li>\n<li>The profiles and skills most in demand.<\/li>\n<li>Challenges for professionals in this new normal.<\/li>\n<\/ul>\n<p>The social and economic earthquake we are experiencing has forced us to reorganize and restructure many organizations. An essential starting point, prior to any selection process, should be the <strong>updating of job descriptions<\/strong> in order to clarify the profile of the professionals we are going to look for. Without this preparation, the basis of the selection strategy will not respond to the current and real needs of the business, but will be a reflection of a past reality that is far from our true needs.  <\/p>\n<p><strong>The search and selection process<\/strong><\/p>\n<p>At this point, no one would dare to argue that <strong>the search and selection process<\/strong> involves the use of <strong>new technologies<\/strong>. This fact is already an essential requirement on which the viability and profitability of any project depends. ATS, online tests, video interviews, different digital means of communication with candidates and many other tools may seem like accessory elements, but in reality they are what make the difference and ensure, or not, the success of the selection process.  <\/p>\n<p>Of course, just as tools change, <strong>knowledge needs also evolve<\/strong>, so you can&#8217;t and shouldn&#8217;t work in the same way. It is highly recommended to train recruiters both technologically and at the level of skills and updating knowledge. We must consider this new stage as a new beginning.  <\/p>\n<p>Such a wave of internal and external changes brings us closer to an idea, common in boards of directors, and which we must make available to all our employees: the strategic approach. In the face of such widespread uncertainty, <strong>we must all be able to see beyond the concrete task and think about the whole picture<\/strong>. What does it respond to? Where are we going? What else could we do? The battle for the best talent is getting fiercer and only those organizations that are flexible and able to think at all levels will be able to emerge victorious.     <\/p>\n<p><strong>Talent management<\/strong><\/p>\n<p>On the other hand, during the Covid-19 lockdown, many companies were forced to adopt teleworking. Now that face-to-face activity has begun to recover, some continue to offer their employees the possibility of teleworking and many professionals, in turn, value it as an interesting measure of work flexibility. <\/p>\n<p>A <strong>talent management model<\/strong> is therefore imposed that must take into account the combination of face-to-face activity and teleworking.<\/p>\n<p><strong>The most in-demand profiles and skills<\/strong><\/p>\n<p>Regarding the <strong>profiles most in demand<\/strong> in this new normal, according to a recent study carried out by Psicotec, in the current situation, more than the profiles themselves, certain sectors of activity have gained prominence: Healthcare Sector, Pharmaceutical Industry, Logistics and Transport, Labor Consultancy and IT &amp; Digital. These industries are leading the recovery and job creation. <\/p>\n<p>As for the <strong>most in-demand skills<\/strong>, according to the last World Economic Forum held in Davos, it is concluded that there is a need to incorporate professionals with outstanding skills in <strong>Problem Solving<\/strong> (Analytical Thinking, Complex Problem Solving, Critical Thinking, Creativity and Reasoning), <strong>Interpersonal Skills<\/strong> (Active Learning, Leadership and Social Influence and Resilience, Stress Tolerance and Flexibility) and <strong>Use and Development of New Technologies<\/strong> (Use of Technology, Technological Design and Programming).<\/p>\n<p><strong> <\/strong><strong>The challenges for professionals in this new normal<\/strong><\/p>\n<p>Faced with this scenario, there are many <strong>challenges that arise for professionals. <\/strong>As a priority: digital is no longer a merit, it is an essential requirement. In addition, our recommendation to keep the CV updated, the active and quality presence on social networks, the need to recycle constantly, work flexibility and the change of mentality in the sense of staying permanently updated with a good management of uncertainty. <\/p>\n<p>In short, as in any crisis, we can adopt two positions: trust that it will pass without too much damage or put in place the necessary mechanisms to transform the crisis into an opportunity. It is a situation that we have not chosen to enter, but from which we have the ability to decide how we would like to exit. <\/p>\n<blockquote><p><strong>If we assume the need for change and work to guide it, we will not only change as an organization or professional, but we will transform the crisis into our opportunity for growth.<\/strong><\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"<p>We are all aware that Covid-19 has been a before and after in our lives, but beyond the health crisis itself, from the perspective of talent and the Human Resources sector, it has become a milestone that will undoubtedly mark a before and after&#8230; that is why we ask ourselves today what has changed in [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2962,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[41,51],"tags":[],"class_list":["post-3948","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-en","category-psicotec-en"],"_links":{"self":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts\/3948","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/comments?post=3948"}],"version-history":[{"count":1,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts\/3948\/revisions"}],"predecessor-version":[{"id":4260,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts\/3948\/revisions\/4260"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/media\/2962"}],"wp:attachment":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/media?parent=3948"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/categories?post=3948"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/tags?post=3948"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}