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Publication
A diferenciação do candidato na Era Digital: proposta de uma estrutura baseada nas Competências Comportamentais e Humanas
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 19.77 MB | Adobe PDF |
Advisor(s)
Abstract(s)
Ao capital humano é atribuída uma importância vital para a criação da proposta de valor única
das empresas. Por esta razão, a aquisição de talento qualificado tornou-se uma atividade central
das organizações que procuram soluções fidedignas e ágeis para realizar a triagem curricular dos
candidatos; não só identificando e validando competências como antevendo a compatibilidade
com a sua cultura organizacional. Por sua vez, conscientes da elevada concorrência que
enfrentam, diferenciar-se no processo de recrutamento online tornou-se uma preocupação dos
candidatos que continuam a utilizar o curriculum vitae como primeira abordagem às empresas.
Os investigadores questionam qual deverá ser a estrutura curricular para uma triagem curricular
adequada sugerindo contemplar a informação comportamental dos candidatos para além da sua
informação técnica. Assim, esta investigação, qualitativa e exploratória, propõe uma nova
estrutura de curriculum vitae que contempla o mapeamento das competências comportamentais
e humanas dos indivíduos com o intuito de alcançar uma triagem curricular que compreenda
a diferença entre os profissionais e proporcione a antevisão da sua adequação à cultura
organizacional das empresas antes da contratação. Para tal, foi aplicado um processo indutivo
genérico através do qual se realizaram entrevistas com 7 especialistas, 28 recrutadores
e 5 candidatos, um questionário a 221 recrutadores e um grupo focal com 4 gestores de marca.
Foram ainda comparadas 2 estruturas de curriculum vitae. Estas atividades sustêm o Modelo
de Triagem Curricular Baseada nas Competências Comportamentais e Humanas que nutre
a proposta da Estrutura Curricular Baseada nas Competências Comportamentais e Humanas
testada com 1.039 utilizadores e 2 empresas por meio de uma plataforma digital.
Human capital has been considered of vital importance to a company’s unique value proposition, for that reason, qualified talent acquisition has become a key activity for companies. To do so, companies are looking for fast and reliable solutions to identify and validate candidates’ skills as well as envision their fit with the company’s organizational culture. On the other hand, being able to differentiate oneself in the online recruiting process has become a concern to candidates who are aware of the huge competition. Professionals still manage the curriculum vitae as the first approach to companies. Therefore, researchers question what curricular framework would be the most adequate and suggest to includ behavioral skills in addition to technical skills. That said, this qualitative and exploratory research has the goal to propose a brand-new framework to map professionals’ behavioral skills and unveil their adequacy to the company’s organizational culture before the hiring. To do so, a generic inductive process was applied through which interviews with 7 experts, 28 recruiters, and 5 candidates were conducted. A questionnaire was also fulfilled by 221 recruiters and a focus group with 4 brand managers was conducted. Then, 2 curriculum vitae frameworks were compared. These activities nurtured the proposal of the Human-based Screening Model which sustains the proposal of the Human-tech Framework tested with 1.039 users and 2 companies through a digital platform.
Human capital has been considered of vital importance to a company’s unique value proposition, for that reason, qualified talent acquisition has become a key activity for companies. To do so, companies are looking for fast and reliable solutions to identify and validate candidates’ skills as well as envision their fit with the company’s organizational culture. On the other hand, being able to differentiate oneself in the online recruiting process has become a concern to candidates who are aware of the huge competition. Professionals still manage the curriculum vitae as the first approach to companies. Therefore, researchers question what curricular framework would be the most adequate and suggest to includ behavioral skills in addition to technical skills. That said, this qualitative and exploratory research has the goal to propose a brand-new framework to map professionals’ behavioral skills and unveil their adequacy to the company’s organizational culture before the hiring. To do so, a generic inductive process was applied through which interviews with 7 experts, 28 recruiters, and 5 candidates were conducted. A questionnaire was also fulfilled by 221 recruiters and a focus group with 4 brand managers was conducted. Then, 2 curriculum vitae frameworks were compared. These activities nurtured the proposal of the Human-based Screening Model which sustains the proposal of the Human-tech Framework tested with 1.039 users and 2 companies through a digital platform.
Description
Keywords
Triagem curricular Curriculum vitae Competências comportamentais e humanas Unicidade Marca pessoal