¿Will use of the NTICs displace in selection of personnel the selection presencial?

¡Definitely not! is evident the synergy and compatibility between the two modalities for attracting the best.

Virtual communities, electronic mail, electronic job sites, text messages, blogs, online psychometric testing, video conferencing, among others, are some of the concepts related to the set of resources that has been known to influence the recruitment and selection of staff.

For businesses, multiple motivations and enunciate that to then encourage the tendency to use these technologies is constantly increasing:

• Filtered in a simple and efficient candidates who best fit profile (city, education, areas, gender, etc.).
• The leaves of life are segmented according to the criteria that they need (commercial, executives, administrative officers, etc.).
• No physical spaces used for archiving resumes.
• Access to information by different users.
• Easily contact candidates (requesting update data, to cite evidence, applying psychometric tests, interview, results inform acceptance or not, etc.)
• Contribute to the environment by going paperless and eliminate the culture associated with the use of it (leaves, ink, clips, folders, clips, etc.).

And for candidates, the option no longer be equally attractive from several points of view:

• They can constantly update your resume (studies, latest, etc.) and to include personal introduction video.
• No need to print your resume, avoid transportation costs or send mail to it and loss of time in delivery.
• They have lots of career options to which they can apply.

Viewed this way, it is noteworthy that the use of ICTs is particularly noteworthy when recruiting and applying psychometric tests and eventually in preliminary interviews before making a final decision. Notwithstanding the foregoing, we experience highlights the unavoidable and irreplaceable importance of personal interaction.

A selection process will be much more assertive to the extent that we use technological resources at our disposal in parallel with the ‘sophistication’ inherent to face encounter with another person, in this case a candidate. The rapport, eye contact, nonverbal language, tone of voice, the charisma, the spontaneous response, among others, are subjective elements that complement the advanced assessment by virtual means.

Symbiosis between virtual and face mode is a fact and a great opportunity to further selection processes efficient and effective.

Martha Ruiz D.
mruiz@strategos.com.co