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Advisor(s)
Abstract(s)
Atualmente, a avaliação de competências dos futuros colaboradores é
essencial para as organizações, sendo o trabalho das consultoras de recursos
humanos fundamental na identificação de potenciais talentos para as mesmas.
Esta investigação teve como principal objetivo explorar a utilização da
avaliação de competências no processo de recrutamento e seleção utilizando uma
abordagem qualitativa. Assim, foram realizadas entrevistas semi-estruturadas a
consultores de recursos humanos, que foram transcritas verbatim e analisadas de
acordo com os procedimentos da análise de conteúdo, a partir da qual foi possível
identificar-se categorias e subcategorias das respostas concedidas.
No presente estudo, participaram dez consultores de empresas de consultoria
na área do grande Porto, em Portugal, de ambos os sexos, com uma média etária
de 34 anos. A investigação sobre as questões da avaliação de competências, e dos
procedimentos levados a cabo no processo de recrutamento e selecção, permitiu
selecionar como método mais adequado, o método qualitativo, tendo em
consideração diversos factores como a representatividade do estudo, a amostra
disponível e a preditibilidade científica do mesmo.
Os principais resultados obtidos com esta investigação são a forte valorização
das competências transversais, sendo que os métodos mais utilizados para a
identificação das mesmas assentam sobretudo na entrevista de competências, nos
assessment centers e nos testes psicoténicos. Adicionalmente foram ainda
identificadas as competências mais valorizadas atualmente no mercado de trabalho,
bem como, os critérios, as vantagens e as desvantagens da avaliação de
competências num processo de recrutamento e seleção.
Os dados obtidos com esta investigação representam uma importância
significativa ao nível dos sistemas de ensino formal e da evolução científica
relativamente à temática, pela importância crescente da avaliação das
competências, principalmente das competências transversais, e da constante
evolução dos procedimentos levados a cabo na avaliação das mesmas, nos
processos de gestão de recursos humanos.
Currently the evaluation of skills of future workers is essential to organizations, therefore the job of human resources consulting firms is key at finding out prospective talented employees. This investigation addressed the importance of the evaluation of skills in the recruitment and selection process of candidates, using the qualitative method. Thus there were conducted interviews to human resources consultants, which were transcribed verbatim and analyzed in accordance with the content analysis methodology. This procedure enabled the identification of several categories and subcategories. In the present study ten consultants (from both genders) were interviewed, whom work at companies located in Porto. Their average age is 34 years. The investigation about the evaluation of skills and the procedures underlined in the recruitment and selection process enabled the choosing of the method that is considered to be the most adequate, the qualitative method, considering several factors, such as the representativeness of the study, the available sample and the scientific predictability of the study. The most relevant result obtained with this investigation is the strong appreciation of cross-sectional skills (also known as soft skills). The most used methods to identify soft skills are the competencies interview, the assessment centers and the psycho-technical tests. Additionally there were identified not only the most valued skills in the labour market but also the criteria, the advantages and the disadvantages of the evaluation of skills in the recruitment and selection process. The data collected with this investigation represents the major importance that formal education gathers and the scientific evolution regarding the evaluation of skills in the recruitment and selection process, not only because of the increasing importance of skills (particularly the soft ones) but also because of the constant evolution of the procedures used in the evaluation of skills in the human resources management processes.
Currently the evaluation of skills of future workers is essential to organizations, therefore the job of human resources consulting firms is key at finding out prospective talented employees. This investigation addressed the importance of the evaluation of skills in the recruitment and selection process of candidates, using the qualitative method. Thus there were conducted interviews to human resources consultants, which were transcribed verbatim and analyzed in accordance with the content analysis methodology. This procedure enabled the identification of several categories and subcategories. In the present study ten consultants (from both genders) were interviewed, whom work at companies located in Porto. Their average age is 34 years. The investigation about the evaluation of skills and the procedures underlined in the recruitment and selection process enabled the choosing of the method that is considered to be the most adequate, the qualitative method, considering several factors, such as the representativeness of the study, the available sample and the scientific predictability of the study. The most relevant result obtained with this investigation is the strong appreciation of cross-sectional skills (also known as soft skills). The most used methods to identify soft skills are the competencies interview, the assessment centers and the psycho-technical tests. Additionally there were identified not only the most valued skills in the labour market but also the criteria, the advantages and the disadvantages of the evaluation of skills in the recruitment and selection process. The data collected with this investigation represents the major importance that formal education gathers and the scientific evolution regarding the evaluation of skills in the recruitment and selection process, not only because of the increasing importance of skills (particularly the soft ones) but also because of the constant evolution of the procedures used in the evaluation of skills in the human resources management processes.
Description
Keywords
Candidato Avaliação de competências Recrutamento Selecção Applicant Evaluation of skills Recruitment Selection