You're tasked with finding the perfect candidate. How do you balance client demands with transferable skills?

To find the perfect candidate while balancing client demands with transferable skills, start by really understanding what your client needs. List the must-have skills and experiences for the role. Look for candidates who meet these needs and also have other useful skills that can bring new ideas and flexibility. Explain to your client how these extra skills can be a big plus. By matching your search to both what the client wants and the candidate's broader skills, you can find a great fit that works well now and in the future.

é fundamental manter uma comunica??o constante com o cliente ao longo do processo de recrutamento. Agendar reuni?es/telefonemas sempre que necessário, para rever o progresso, discutir possíveis ajustes no perfil desejado e fornecer feedback sobre os candidatos apresentados pode garantir que ambas as partes estejam alinhadas e que as expectativas sejam geridas de forma adequada. Acredito que, ao compreender profundamente as necessidades do cliente desde o início e manter uma comunica??o constante s?o passos essenciais para o sucesso no recrutamento. Esse enfoque aumenta as hipóteses de encontrar o candidato ideal, mas também fortalece a rela??o de confian?a e parceria entre o recrutador e o cliente.

Start with a detailed briefing meeting. Prepare a set of questions focusing on the role's specifics, required skills, company culture, and any past hiring challenges. Actively listen, taking notes on key points and priorities. Clarify any ambiguities by summarising and confirming your understanding of their expectations. By breaking down these needs into specific competencies and attributes you can identify candidate's additional transferable skills that will compliment the non-negotiables and add value to the position and company.

Understanding what success looks like for your client is crucial. Everyone's cultures differ, and it's essential to go beyond surface-level perks like hockey air tables and pizza on Fridays. Instead, dive deep into what "good" looks like from your client's perspective. This starts with asking deep, open-ended questions that unravel the nuances of how they evaluate success. Secondly, challenge those evaluations if necessary. Do they align with the company’s leadership principles and values? Third, prioritize required skills, identifying non-negotiables (must-haves) and those that can be developed through training, coaching, and the right attitude. This holistic approach ensures you understand your client’s true needs and culture.

A ênfase nas habilidades transferíveis, como resolu??o de problemas, lideran?a e adaptabilidade, é particularmente relevante no contexto atual, onde essas habilidades s?o cada vez mais valorizadas. Fornecer exemplos específicos de habilidades transferíveis, e destacar a importancia de evidências concretas sobre o candidato. O papel do recrutador é cada vez mais, identificar as habilidades que ir?o agregar valor ao nosso cliente, analisando as suas experiências passadas e realiza??es.

Vou dar o exemplo dos candidatos passivos, na busca ativa como recrutadora. Envolver candidatos passivos exige uma abordagem personalizada e um forte argumento sobre como a nova posi??o pode beneficiar sua carreira. Partilhar histórias de sucesso de outros profissionais que fizeram a transi??o para o cliente final, pode ser uma excelente maneira de ilustrar o potencial de crescimento e desenvolvimento que a pessoa irá obter.

It is always good to do some preparation to show you have come with some understanding of the clients industry, sector or product. Market mapping and competitor analysis is a good start. In tandem you should exhaust the clients network referrals or interconnected networks such as schooling, programs and investor backed companies similar or known to the client. Leveraging my own network is the 2nd start to make sure we first have a strategy in place to focus on key elements such as where would the passive talents likely be. Social professional channels, forums, technical communities Etc.. To attract talent, you need a engaging personal message that is short and straight to the point regarding the company, the role and why you messaged.

Exemplo de candidato para a posi??o de Gestor de Projetos numa empresa de TI que valoriza inova??o, trabalho em equipa e a capacidade de gereir projetos complexos num ambiente ágil: 1) Estruturar a Entrevista para Avaliar Habilidades Transferíveis 2) Perguntas Comportamentais a)Lideran?a b)Resolu??o de Problemas c)Adaptabilidade d)Avaliar Potencial de Adaptabilidade e Crescimento

Design your interview strategy to assess both non-negotiable skills and transferable skills. Prepare questions that target essential qualifications directly. Use a mix of situational and behavioural questions to evaluate how candidates have applied their transferable skills in past roles. For instance, ask about specific challenges they faced, actions they took, and outcomes achieved. Pay attention to examples demonstrating adaptability and problem-solving. Incorporate role-specific tasks to assess their practical application of skills, comparing candidates' responses against the client’s priorities to ensure alignment.

Create a concise report for each candidate that highlight's their strengths in a way that aligns with the client's goals and showcases their potential. Discuss details of how they meet the non-negotiable requirements with specific examples, and how paired with their transferable skill set, they are a strong match for the role. Emphasize how these skills align with the objectives by sharing real-life scenarios from their past roles. This tailored presentation ensures the client sees the value each candidate brings to the role.

Na apresenta??o do candidato, é fundamental garantir que existe um Match n?o só técnico mas também cultural e emocional. Deveremos claro falar dos pontos principais como a Experiência, Educa??o, Habilidades Técnicas e Habilidades Transferíveis. Depois, complementar com, para exemplo de um candidato de gest?o de projetos, apresentando sempre exemplos práticos sobre cada ponto: 1) Lideran?a em Projetos Complexos. 2) Resolu??o de Problemas. 3) Adaptabilidade Na findhu, completamos a nossa análise com o Evidence Match, que podem conhecer em evidencematch.com