Mercado Laboral

Propósito de Año Nuevo: Cómo actualizar tu currículum para superar a la IA y la gamificación en los procesos de selección de 2026.

● Dinámicas gamificadas, detección de gestos con inteligencia artificial y test proyectivos psicológicos, son algunas de las nuevas estrategias en los procesos de contratación, que llevan a una postulación laboral más allá del simple CV.
● Daiana Nieves Narducci, directora académica del Máster en Dirección y Gestión de Personas, y Ana López González, investigadora y docente del Pregrado en Recursos Humanos y Relaciones Laborales, ambas de la Universidad Internacional de Valencia (VIU), perteneciente a la red de educación superior Planeta Formación y Universidades, detallan qué ha cambiado y cómo prepararse para una postulación más estratégica en 2026.

A pocas horas de las campanadas, miles de españoles ultiman su lista de propósitos para 2026. Entre los clásicos —hacer deporte o aprender inglés— destaca uno que cobra fuerza cada enero: encontrar un nuevo empleo o dar un giro a la carrera profesional. Sin embargo, la búsqueda de trabajo ha cambiado más rápido de lo que los candidatos tardan en actualizar su currículum.
A pesar de que las proyecciones económicas apuntan a que el paro podría bajar del 10% en 2026, España sigue enfrentando una paradoja: muchas empresas no encuentran perfiles cualificados mientras millones de currículums se quedan en el camino. Este ‘desajuste de talento’ obliga a los candidatos a hilar más fino que nunca: ya no basta con tener las aptitudes, hay que saber comunicarlas a los algoritmos que
ahora actúan como porteros del mercado laboral.
Hay que tener en cuenta que las empresas, además de revisar los currículums, analizan nuevas capacidades como competencias emocionales, comportamiento digital, resolución de problemas, capacidad de adaptación e incluso cómo una persona se desempeña en simulaciones, retos grupales o ejercicios basados en inteligencia artificial.
Así lo explican, Daiana Nieves Narducci, directora académica del Máster en Dirección y Gestión de Personas, y Ana López González, investigadora y docente del Pregrado en Recursos Humanos y Relaciones Laborales, ambas de la Universidad Internacional de Valencia – VIU, perteneciente a la red de educación superior Planeta Formación y Universidades.
«Actualmente, las competencias más valoradas por las empresas son las llamadas ‘blandas’ o ‘soft’, también son reconocidas como ‘power skills’ ya que lejos de ser blandas, nos fortalecen”, explica Daiana Nieves Narducci. «Comunicación, las relaciones interpersonales, el pensamiento crítico, la capacidad de análisis, la resolución creativa de problemas, las relaciones interpersonales, el compromiso, la responsabilidad, entre tantas que contamos las personas».

Estas capacidades, cada vez más valoradas, no se pueden reflejar adecuadamente en una hoja de vida, de ahí que las entrevistas y evaluaciones con el aspirante sean tan importantes. Y son habilidades que atañen a todos los cargos, especialmente los de liderazgo, según anota Ana López González, a raíz de una investigación que realizó en este ámbito.
«Según acordaron expertos en selección de personas», dice «las competencias más importantes en puestos de responsabilidad que impliquen la gestión de equipos, son el liderazgo inspirador mediante conductas ejemplares, la habilidad de motivar al equipo para conseguir los objetivos, así como, las habilidades de resolución de conflictos mediante la asertividad y la comunicación efectiva, además de saber adaptarse a los cambios del entorno y ser flexible con las demandas del día a día».
Las metodologías de selección se han sofisticado también. Además de en ocasiones solicitar videocurrículums, las empresas recurren a entrevistas por competencias, assessment centers y ejercicios prácticos, pero también a herramientas digitales que integran inteligencia artificial, gamificación y análisis del comportamiento.
Los métodos tradicionales como las entrevistas estructuradas por competencias, por ejemplo, siguen siendo la herramienta más confiable, aunque combinadas con filtros previos como video presentaciones, entrevistas telefónicas y pruebas psicotécnicas para evaluar encaje cultural y estilo de trabajo.
Y también se les suman ejercicios donde, a través del juego, se logran demostrar habilidades personales o detectar el potencial de ellas. Se hacen test proyectivos psicológicos que miden distintas competencias e, incluso, ya se contempla el uso de la inteligencia artificial para analizar gestos o lenguaje no verbal.
Es por todo esto que la meta al postularse a un trabajo es destacar mucho más allá del currículum vitae. La autenticidad es clave a la hora de aplicar a un trabajo.
«”Simular una personalidad” o “competencia” puede llevarlos a conseguir el puesto de trabajo, sí», advierte Daiana Nieves Narducci. «Sin embargo, cabe preguntarse: ¿A qué costo? Quizás la persona realmente no encaja con el equipo o con las tareas y esas posibles disonancias, tarde o temprano salen a la luz, afectando negativamente a todas las partes involucradas».
Y, por supuesto, a la hora de postularse a un cargo, hay que ser estratégico y no hacerlo indiscriminadamente. Las expertas recomiendan preparar distintas versiones de la hoja de vida, personalizadas según la oferta, para que vaya acorde a lo que la empresa busca.
La presencia digital es otro filtro determinante. Ana López González recuerda que los reclutadores pueden revisar la actividad en redes profesionales, sean publicaciones, intereses, empresas seguidas y recomendaciones. Por eso también es clave construir una marca personal coherente y positiva.
Entender estas dinámicas permite que los candidatos se postulen con mayor claridad, autenticidad y estrategia, sabiendo que el currículum ya no es suficiente, pues el pensamiento y la actitud también suman puntos

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