El Arte de Entrevistar Personas o Cómo Identificar el Talento Senior

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Esta sesión explora el arte de la entrevista más allá de las evaluaciones tradicionales, centrándose en el desarrollo de habilidades blandas, la mentoría y el reconocimiento del talento senior. Cubriendo estrategias para construir rapport, evaluar habilidades blandas de manera efectiva y cambiar la dinámica de la entrevista hacia la mentoría, la charla enfatiza la importancia de cultivar un entorno de apoyo para los candidatos. Además, se adentra en la identificación de rasgos de senioridad más allá de la experiencia técnica, promoviendo la diversidad y la mejora continua a través de la retroalimentación. Los participantes obtendrán ideas para transformar las entrevistas en compromisos significativos que encuentren talento y posibles futuros líderes.

This talk has been presented at C3 Dev Festival 2024, check out the latest edition of this Tech Conference.

Krasimir Tsonev
Krasimir Tsonev
22 min
15 Jun, 2024

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Video Summary and Transcription

Al entrevistar a talento senior, es importante encontrar la intersección entre el conocimiento del candidato y los requisitos de la empresa. Las evaluaciones tradicionales han cambiado el enfoque de las habilidades técnicas a las habilidades blandas. El enfoque en la resolución de problemas, la responsabilidad, la independencia y la inteligencia emocional son rasgos clave a evaluar en candidatos senior. Evaluar la mentalidad, la etapa de la carrera y el juicio basado en los sentimientos puede proporcionar información sobre las características y la progresión de un candidato.

1. Introducción a la Entrevista de Talento Senior

Short description:

Al entrevistar a talento senior, es importante encontrar la intersección entre el conocimiento del candidato y los requisitos de la empresa. Comprender el contexto y revisar el CV del candidato antes de la entrevista puede ayudar a garantizar un proceso fluido.

Hola a todos. Gracias por venir. Hablaré sobre cómo entrevistar a personas o cómo identificar talento senior. Mi nombre es Kirsimirdis Onev. Soy de Bulgaria. Tengo aproximadamente 20 años de experiencia en el campo web. He escrito algunos libros. En realidad, los primeros dos ya no tienen sentido, así que no los compren. Los otros dos, encajan bastante bien ahora.

Entonces, ¿cuál es el objetivo? Por un lado, no tenemos a nadie, y por el otro lado, tenemos a nuestro futuro colega. Esta persona viene a la entrevista con algo de equipaje. Tienen algún conocimiento. Saben cosas. Por otro lado, tenemos nuestros requisitos. Tenemos una idea de qué tipo de persona necesitamos. La entrevista es básicamente el proceso en el que tenemos que encontrar la intersección entre los dos. Casi nunca es una coincidencia total. El equipaje nunca se ajusta completamente a todos los requisitos que tenemos. Tenemos que comenzar la entrevista teniendo en cuenta que es probable que la persona realmente no sepa todo lo que queremos ver.

Cada vez que comienzo con alguna preparación, sé que la mayoría de estas cosas son obvias, pero aún así, cuando estoy haciendo interviews y cuando alguien me interviews, todavía veo que estas cosas están un poco ausentes. Lo primero es el contexto para averiguar si estás haciendo esto para tu empresa o para alguna otra empresa. Debes entender realmente el contexto, qué tipo de persona necesita la empresa. Sé que esto suena muy obvio. Probablemente sea lo primero que debes hacer, pero a veces la gente no presta atención a todos los detalles. ¿Esto va a ser simplemente llenar un vacío en el equipo? ¿Necesitamos más habilidades de gestión de personas? ¿Necesitamos más habilidades técnicas? Es bueno definir el contexto. Recomiendo encarecidamente que revises el CV de la persona antes de la entrevista. Nuevamente, esto parece algo obvio, pero lo que hago es leer el CV justo antes de la entrevista, como 15 minutos antes. Por supuesto, reviso el currículum con anticipación unos días antes cuando estoy escaneando a los candidatos, pero vuelvo a verificar todo antes de la entrevista. Cuando lees muchas cosas sobre muchas personas, no puedes recordar todo realmente. Solo una actualización rápida 15 minutos antes de la conversación con la persona, hace que todo sea un poco más fluido y das una buena impresión al otro lado.

2. Evolución de la Evaluación e Identificación de Personas Senior

Short description:

Tener un plan para las entrevistas es importante, ya que ayuda a cubrir todas las áreas de discusión. Las evaluaciones tradicionales han cambiado el enfoque de las habilidades técnicas a las habilidades blandas. La comunicación, el liderazgo, la mentoría y la enseñanza ahora son altamente valorados. Es necesario identificar las características deseadas en los candidatos de antemano y hacer preguntas que revelen estos rasgos.

Al final, siempre tengo una lista de temas, preguntas. No siempre sigo este tipo de plan, pero es una buena idea tener esta lista porque a veces te quedas sin preguntas. A veces realmente necesitas cubrir algunas áreas. Así que es posible que te pierdas algo y sí, es bueno tener un plan.

¿Entonces, cómo se ve la evaluación tradicional hasta ahora? Para ser honesto, ha cambiado en los últimos cinco, cinco o tal vez seis, siete años. Cuando empecé a hacer interviews con personas, todo se trataba de las habilidades técnicas. Así que para las personas junior, deberían saber algo. Luego, cuando subes a roles medios y senior, esperas que la persona sepa más y más cosas. Pero siempre hubo un enfoque en las habilidades técnicas en la tecnología de la empresa, si la persona es capaz de solucionar problemas rápidamente, de desarrollar cosas rápidamente.

Hoy en día, todo ha cambiado mucho porque la mayoría de las empresas, si no todas, se preocupan por las soft skills de la persona, especialmente ahora, en estos tiempos en los que tenemos AI en todas partes. Y prácticamente puedes resolver la mayoría de los problemas técnicos simplemente investigando un poco sobre el problema. Por lo tanto, las empresas y yo personalmente nos enfocamos un poco más en las habilidades de comunicación, en las habilidades de liderazgo, en la mentoría, en la enseñanza, en general en la comunicación con las personas. Cuando subes más y más, esperas más de los candidatos, desde este punto de vista. Las cosas han cambiado. Ahora, no es suficiente saber cómo escribir en Python, por ejemplo. Tienes que ser, tienes que comunicarte mejor, básicamente, y tienes que desarrollar estas habilidades blandas. Si quieres pasar el listón al siguiente nivel. ¿Entonces, cómo identificar a las personas senior? Es fácil. Me gusta mucho este meme. Siempre se me viene a la mente cada vez que alguien dice, oh, simplemente haces la entrevista, simplemente hablas con la persona y lo descubres. Dibujas dos círculos y luego dibujas la O. La cosa es que no es fácil. Quiero decir, desde el exterior, no parece tan difícil. Y en esos momentos, en esas situaciones, básicamente me baso en un enfoque más pragmático en el proceso. Y el proceso para mí es identificar de antemano todas las características que quiero ver en esta persona y luego preparar preguntas que revelen estas características. Que identifiquen si la persona tiene estas características o no. Y el resto de la presentación básicamente es compartir con ustedes mis temas favoritos, mis características favoritas de las personas senior. Y en esta diapositiva, presento la mayoría de las cosas de las que vamos a hablar. Y sí, lo primero es que a las personas senior realmente les gustan los objetivos ambiciosos. No les gustan los tutoriales, lo que significa que les gusta recibir el problema.

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Módulo 1: Desmitificando los mitos comunes sobre el trabajo freelance
Módulo 2: ¿Cómo se ve el trabajo freelance en 2021 y más allá?
Módulo 3: Elecciones freelance y qué buscar (y qué evitar)
Módulo 4: Beneficios del trabajo freelance desde la perspectiva de un freelancer + estudio de caso
DESCANSO
Módulo 6: Cómo comenzar a trabajar como freelance (experiencia, currículum, preparación)
Módulo 7: Caminos comunes hacia el trabajo freelance a tiempo completo
Módulo 8: Aspectos esenciales: establecer tu tarifa y conseguir trabajo
Módulo 9: Próximos pasos: establecer contactos con colegas, mejorar tus habilidades, cambiar el mundo
Módulo 10: Preguntas y respuestas con freelancers
Aterrizando tu Próximo Trabajo de Desarrollador
React Summit Remote Edition 2021React Summit Remote Edition 2021
121 min
Aterrizando tu Próximo Trabajo de Desarrollador
WorkshopFree
Sadek Drobi
Nouha Chhih
Francois Bohyn
3 authors
Renaud Bressant (Jefe de Producto), Nathanael Lamellière (Jefe de Éxito del Cliente e Ingeniero de Soluciones), Nouha Chhih (Gerente de Experiencia del Desarrollador) estarán analizando los diferentes trabajos de desarrollador que puedes encontrar al buscar tu próximo rol de desarrollador. Explicaremos los detalles de cada rol para ayudarte a identificar cuál podría ser tu próximo movimiento. También compartiremos consejos para ayudarte a navegar por el proceso de contratación, basados en los diferentes roles para los que hemos entrevistado como reclutadores, pero también como candidatos. Esta será más bien una sesión de Pregúntanos lo que quieras, así que no dudes en compartir tus pensamientos y preguntas durante la sesión.
Fuera de la sartén, al fuego: Guía para gerentes sobre cómo ayudar a los nuevos desarrolladores a prosperar
TechLead Conference 2024TechLead Conference 2024
35 min
Fuera de la sartén, al fuego: Guía para gerentes sobre cómo ayudar a los nuevos desarrolladores a prosperar
Workshop
Andrew Coleburn
Andrew Coleburn
Integrarse a un nuevo proyecto puede ser difícil, sin importar tu experiencia y antecedentes. Pero puede ser especialmente desafiante para los nuevos desarrolladores recién salidos de la escuela o de un bootcamp de programación. Basándose en su experiencia personal como graduado de un bootcamp y consultor de JavaScript, esta charla discutirá consejos y estrategias para que los gerentes ayuden a los nuevos desarrolladores de sus equipos a familiarizarse con un código desconocido, para que puedan tener un impacto más rápido y efectivo.