In a conversation with Silvana Espino, a psychologist specializing in Human Resources, «We are in your face» once again targets those who are looking for a job and facing personnel selection processes to reveal that there is no manual of correct answers to a psycho-technical test: «The more you know, the easier it is to make mistakes».
Silvana says that she has gone through this type of evaluations (even knowing how to administer them) and forgot «the essentials». The most common job psychometric tests «absorb you, you get so involved that you don’t remember what you have to say or not say,» she says. For that reason, he suggests not to go prepared to give certain answers because «if they start to ask you questions, you’re in trouble and that’s ten times worse».
Regarding the most sought-after profiles, he comments that «there is always a job for someone, the issue is to be able to find it. It has to be beneficial for the candidate and for the company. The idea is that all parties agree to move forward from there. There is no good or bad person to work with, but there is someone who is more or less suitable for a certain position. He also points out that maybe you get the job but if it is not the job where you can give your best potential or work in the best way and then – he wonders – how long does it last? The issue is to find the right profile for each position».
«Those of us who make Human Resources selection processes understand the social and economic needs of people, but if we do not make a good selection, how long can the person last in that position? People are not aware of the importance of fitting into a certain profile. It’s not only in relation to skills, it has to do with the things you can do or frustrate you.»
In relation to those who are absent from a job interview without giving notice, he maintains that he cannot understand why people do not give notice that they are not going to the interview. «It is preferable to discard a person who gives notice than one who does not, especially today because today you can do it by mail, without even picking up the phone or giving explanations. Not doing so is a lack of respect. They forget that on the other side there is a person with expectations».
He also refers to «some comments that make a selector discard a profile». The over exaltation of someone who leaves with an initially positive response can be the target of a subsequent «ban».
A common doubt among job seekers is whether the experience or studies that an applicant may have are more highly valued. On this point, Silvana says that, in her opinion, «there comes a point where for the individual who is prepared, having a superior who is not is a stumbling block and a lack of recognition for what you have prepared yourself for and, in addition, it can generate an ego problem for the superior». Those who have field knowledge but no studies «may lack certain skills in the long run, not because they are learned in a university career, it makes a difference in terms of the recognition of those who have a degree and the possibilities of growth within a company».
On the other hand, he comments that «the lack of training of executives generates a lack of leadership because they focus on generating business but do not know how to professionalize their team or manage it».
When it comes to advising on how to find a job, he indicates that «the search that usually yields the most results is through contacts and referrals».
Those who were laid off from their last job may worry about how this looks when it comes time for an interview. However, Silvana interprets layoffs differently. «In the U.S., layoffs are commonplace, but here they are frowned upon even though many are due to restructuring. Usually, when someone is dismissed and has clean hands, he/she has no problem in providing the telephone number of the former boss for consultation».
Finally, he assumes that «selectors are not well regarded» and explains that «the difference is in marking a point of respect towards the candidate». In his case, he says that he first contacts those who advance in the interviews, but everyone is going to have a feedback. «Respect is mutual and must be generated from both places,» he concludes.