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Por Qué las Competencias son el Motor de la Estrategia de Talento del Futuro por Marta Ruiz Zamora

Javier Laso Send an email 21 julio, 2025
1.546 91 3 minutos de lectura

El CV es solo papel mojado!! Aprende a descubrir el verdadero potencial del talento…
En un mercado laboral en constante cambio, la experiencia ya no basta. Es hora de contratar el “CÓMO lo haces” y no solo el “QUÉ haces”.


Al igual que en cualquier otra disciplina en el mundo de los Recursos Humanos al que pertenezco, la frase «siempre lo hemos hecho así» ha perdido su validez. Durante décadas, el currículum vitae ha sido el santo grial de la selección: un listado de estudios, empresas y responsabilidades. Pero en un entorno laboral híbrido, con la Inteligencia Artificial pisándonos los talones y una volatilidad sin precedentes, ¿realmente nos dice un CV si una persona será un valor estratégico para nuestra empresa? La respuesta es un rotundo “no”. Es hora de dar un giro y situar las competencias en el centro de nuestra estrategia de talento. Porque el futuro no se construye con el pasado, sino con las habilidades para adaptarse al mañana.


Pero entonces, ¿debemos desechar la experiencia para centrarnos en las competencias? Rotundamente no, pero debemos tenerlas en más consideración porque aunque la experiencia es el combustible del motor, las competencias son el GPS que te dice a dónde ir y cómo llegar. Un candidato puede tener 10 años de experiencia en un puesto, pero si no posee la Flexibilidad para cambiar ante un imprevisto, o la Adaptabilidad para usar una nueva herramienta, su valor se diluye rápidamente.


Hemos aprendido a la fuerza que un CV nos cuenta qué ha hecho una persona, pero nunca cómo lo ha hecho. Las competencias son el verdadero mapa del talento, porque nos muestran el potencial, el comportamiento y la mentalidad de una persona en acción. Son el nuevo lenguaje del éxito.


En Estrategia de Talento, hemos identificado que hay habilidades blandas que son universales. La Comunicación y el Trabajo en Equipo son la base. Pero el mapa es mucho más amplio. Existen otras competencias esenciales:


•Flexibilidad: capacidad para ajustarse de manera proactiva a los cambios en el entorno laboral.


•Pensamiento Crítico: El superpoder de cuestionar, analizar y no quedarse en la superficie. Es lo que nos permite resolver problemas de verdad, y no solo apagar fuegos.

•Motivación: El motor interno que nos impulsa a levantarnos cada mañana. Una competencia que no se impone, sino que se cultiva a través del propósito y el reconocimiento.


•Aprendizaje Continuo: En un mundo donde todo puede quedar rápidamente anticuado, la curiosidad y el deseo de aprender son la garantía de la relevancia profesional.


•Liderazgo: No el de un cargo, sino el que inspira, delega y empodera. Es la habilidad de sacar lo mejor de cada persona sin necesidad de gritos ni órdenes.


Y aquí es donde entra el desafío para los profesionales de la selección: Integrar en la entrevista curricular las herramientas que detectan las competencias. Podemos hacerlo mediante una metodología con una base firme y herramientas adecuadas. Para mí existen cuatro básicas que utilizadas de manera independiente o combinadas pueden servir para detectar la o las competencias deseadas:


1. Entrevistas basadas en comportamientos del candidato para obtener información de qué hizo en una determinada circunstancia para predecir cómo se comportará en el futuro.


2.Dinámicas de grupo y Assesment center, simulaciones de situaciones para ver las competencias en acción: cómo se comunica, colabora o lidera bajo presión.


3.Entrevistas por competencias, más estructurada diseñando “ad hoc” preguntas específicas para cada competencia que buscas.


4.Pruebas situacionales que consisten en presentar al candidato un caso práctico real para que lo resuelva con el fin de que te de una visión clara de su capacidad de análisis y resolución de problemas.


Pero, ¿por qué es tan importante integrarlas? Porque el verdadero poder de las competencias no reside solo en el momento de la selección y posterior incorporación, sino en todo el ciclo de vida del empleado.

Una vez que identificas y contratas estas habilidades, puedes utilizarlas para:


•Desarrollo Profesional: Crear planes de carrera personalizados para que cada empleado fortalezca sus competencias clave.


•Gestión del Desempeño: Evaluar el rendimiento no solo por los resultados, sino también por las competencias utilizadas para lograrlos.


•Movilidad Interna: Identificar a las personas con el set de competencias adecuado para asumir nuevos roles y responsabilidades.

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Javier Laso Send an email 21 julio, 2025
1.546 91 3 minutos de lectura

Javier Laso

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