{"id":47403,"date":"2026-06-01T01:00:00","date_gmt":"2026-06-01T01:00:00","guid":{"rendered":"https:\/\/easec.eu\/?p=47403"},"modified":"2026-06-17T22:15:23","modified_gmt":"2026-06-17T22:15:23","slug":"como-avaliar-as-competencias-transversais-em-candidatos-com-um-padrao-europeu","status":"publish","type":"post","link":"https:\/\/easec.eu\/pt\/how-to-assess-soft-skills-in-candidates-european-standard\/","title":{"rendered":"Como Avaliar as Compet\u00eancias Transversais em Candidatos com Padr\u00f5es Verificados"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"47403\" class=\"elementor elementor-47403\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-65b3472 e-flex e-con-boxed e-con e-parent\" data-id=\"65b3472\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-e46958e elementor-widget elementor-widget-text-editor\" data-id=\"e46958e\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-e46958e{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8ac83af elementor-widget elementor-widget-text-editor\" data-id=\"8ac83af\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-8ac83af{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-02a8935 elementor-widget elementor-widget-text-editor\" data-id=\"02a8935\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2>Como avaliar soft skills em candidatos com padr\u00e3o europeu<\/h2><p>Tem 40 candidatos com perfis t\u00e9cnicos praticamente id\u00eanticos. O gestor de contrata\u00e7\u00e3o precisa de uma decis\u00e3o em dez dias. E a \u00fanica vari\u00e1vel que separar\u00e1 uma boa contrata\u00e7\u00e3o de uma demiss\u00e3o volunt\u00e1ria em seis meses s\u00e3o as soft skills \u2014 que ningu\u00e9m na sua equipa sabe medir com dados audit\u00e1veis. Segundo <a href=\"https:\/\/www.weforum.org\/publications\/the-future-of-jobs-report-2025\/\">o relat\u00f3rio Future of Jobs 2025 do F\u00f3rum Econ\u00f3mico Mundial<\/a>, 63 % dos empregadores globais identificam o d\u00e9fice de compet\u00eancias como a principal barreira \u00e0 transforma\u00e7\u00e3o organizacional. N\u00e3o se trata de uma tend\u00eancia: \u00e9 o obst\u00e1culo operativo que mais dinheiro custa \u00e0s empresas que recrutam hoje. Este artigo explica como avaliar soft skills em recrutamento e sele\u00e7\u00e3o com crit\u00e9rios objetivos, por que raz\u00e3o os m\u00e9todos mais utilizados continuam a falhar e o que muda quando a avalia\u00e7\u00e3o se apoia num padr\u00e3o europeu verific\u00e1vel. Se dirige RH, talento ou desenvolvimento de pessoas, encontrar\u00e1 aqui um enquadramento para tomar melhores decis\u00f5es de contrata\u00e7\u00e3o \u2014 com n\u00fameros, n\u00e3o com intui\u00e7\u00e3o.<\/p><h2>Por que raz\u00e3o o d\u00e9fice de soft skills \u00e9 agora um problema financeiro, e n\u00e3o apenas formativo<\/h2><p>A conversa sobre soft skills deixou de ser um debate de desenvolvimento profissional para se tornar uma rubrica or\u00e7amental. Os dados mais recentes confirmam-no sem ambiguidade.<\/p><p><a href=\"https:\/\/www.hays.pt\/sala-de-imprensa\/\">O Guia do Mercado Laboral 2025 da Hays<\/a> revela que 63 % das empresas na Pen\u00ednsula Ib\u00e9rica j\u00e1 priorizam as soft skills em rela\u00e7\u00e3o \u00e0s compet\u00eancias t\u00e9cnicas nos seus processos de recrutamento e sele\u00e7\u00e3o. E 43 % destinar\u00e1 o seu investimento em RH em 2025 a programas de forma\u00e7\u00e3o espec\u00edficos para colmatar esse d\u00e9fice. N\u00e3o se trata de uma mudan\u00e7a de discurso: falamos de rubricas or\u00e7amentais reais reatribu\u00eddas.<\/p><p>O problema \u00e9 que priorizar n\u00e3o equivale a medir. Segundo dados do mercado europeu atualizados a 2026, 13 % das novas contrata\u00e7\u00f5es fracassa durante o per\u00edodo experimental e 1 em cada 3 colaboradores abandona a empresa antes de completar um ano. O fator mais citado em ambos os casos \u00e9 uma avalia\u00e7\u00e3o deficiente de soft skills durante o processo de recrutamento.<\/p><p>Traduzamos isto em custos. Substituir um colaborador de perfil m\u00e9dio custa entre 50 % e 200 % do seu sal\u00e1rio anual, dependendo do n\u00edvel de responsabilidade. Para uma empresa que contrata 100 pessoas por ano e perde um ter\u00e7o nos primeiros doze meses, o impacto pode ultrapassar os 500.000 \u20ac anuais apenas em custos diretos de rotatividade \u2014 sem contabilizar a perda de produtividade nem o desgaste da equipa de acolhimento.<\/p><p>O d\u00e9fice de soft skills no recrutamento n\u00e3o \u00e9 um risco reputacional. \u00c9 uma hemorragia financeira que se repete trimestralmente em empresas que selecionam sem dados verific\u00e1veis.<\/p><h2>Tr\u00eas m\u00e9todos habituais para avaliar soft skills \u2014 e onde falham<\/h2><p>Antes de falar de solu\u00e7\u00f5es, conv\u00e9m auditar com honestidade o que j\u00e1 se est\u00e1 a fazer. A maioria dos departamentos de RH combina tr\u00eas abordagens.<\/p><h3>Entrevista comportamental estruturada<\/h3><p>\u00c9 o m\u00e9todo mais difundido e, quando bem desenhado, o mais \u00fatil a curto prazo. As perguntas baseadas em situa\u00e7\u00f5es passadas (STAR, SOARA) permitem observar padr\u00f5es de comportamento. O problema n\u00e3o est\u00e1 na t\u00e9cnica, mas na sua escalabilidade e na aus\u00eancia de verifica\u00e7\u00e3o externa. Dois entrevistadores distintos podem avaliar a mesma resposta de formas opostas, e n\u00e3o existe um registo audit\u00e1vel do resultado que a empresa possa partilhar com um parceiro, um comit\u00e9 de compliance ou uma filial noutro pa\u00eds.<\/p><h3>Testes psicom\u00e9tricos propriet\u00e1rios integrados em plataformas ATS<\/h3><p>Ferramentas como as que oferecem os grandes ATS do mercado incluem avalia\u00e7\u00f5es de personalidade, racioc\u00ednio situacional ou intelig\u00eancia emocional. S\u00e3o r\u00e1pidos, automatiz\u00e1veis e geram relat\u00f3rios internos. Contudo, os seus resultados s\u00e3o opacos: o candidato n\u00e3o pode lev\u00e1-los consigo, o empregador n\u00e3o pode audit\u00e1-los perante um quadro de refer\u00eancia p\u00fablico, e a sua validade limita-se ao ecossistema da plataforma que os emite. Se a empresa muda de ATS, perde o hist\u00f3rico.<\/p><h3>Refer\u00eancias e avalia\u00e7\u00e3o por pares<\/h3><p>\u00dateis como complemento, mas subjetivas por defini\u00e7\u00e3o. As refer\u00eancias dependem da disponibilidade do referente, da sua rela\u00e7\u00e3o com o candidato e do contexto cultural. N\u00e3o geram dados compar\u00e1veis nem repet\u00edveis.<\/p><p>O denominador comum destas tr\u00eas abordagens \u00e9 a falta de verificabilidade externa. Nenhuma produz uma credencial que um terceiro possa validar de forma independente. Num mercado onde 91 % dos empregadores consideram as soft skills t\u00e3o importantes como as compet\u00eancias t\u00e9cnicas \u2014 mas admitem que n\u00e3o sabem como medi-las objetivamente, segundo o LinkedIn Global Talent Trends \u2014, essa lacuna j\u00e1 n\u00e3o \u00e9 aceit\u00e1vel.<\/p><h2>O que muda quando a avalia\u00e7\u00e3o tem o respaldo de um padr\u00e3o europeu<\/h2><p>A diferen\u00e7a entre um teste interno e uma certifica\u00e7\u00e3o alinhada com um padr\u00e3o europeu \u00e9 a mesma que existe entre um relat\u00f3rio contabil\u00edstico feito internamente e uma auditoria assinada por um organismo acreditado. Ambos cont\u00eam n\u00fameros; s\u00f3 um \u00e9 verific\u00e1vel por terceiros.<\/p><p><a href=\"https:\/\/esco.ec.europa.eu\/en\">A classifica\u00e7\u00e3o ESCO da Comiss\u00e3o Europeia<\/a> estabelece uma taxonomia p\u00fablica de compet\u00eancias, qualifica\u00e7\u00f5es e profiss\u00f5es reconhecida nos 27 Estados-membros. Quando uma avalia\u00e7\u00e3o de soft skills est\u00e1 alinhada com a ESCO, o resultado deixa de ser um dado propriet\u00e1rio para se tornar uma refer\u00eancia interoper\u00e1vel: qualquer empregador europeu pode interpretar a credencial sem precisar de conhecer a ferramenta que a gerou.<\/p><p>A isso acresce <a href=\"https:\/\/europass.europa.eu\/en\/europass-digital-tools\/european-qualifications-framework\">o Quadro Europeu de Qualifica\u00e7\u00f5es (EQF) gerido a partir do Europass<\/a>, que classifica as compet\u00eancias em n\u00edveis compar\u00e1veis entre pa\u00edses. Uma credencial digital vinculada ao EQF n\u00e3o diz apenas &#8220;este candidato tem lideran\u00e7a elevada&#8221; \u2014 especifica em que n\u00edvel do quadro europeu se situa essa compet\u00eancia, de modo que um gestor de RH em Lisboa, Munique ou S\u00e3o Paulo possa l\u00ea-la com o mesmo crit\u00e9rio.<\/p><p><a href=\"https:\/\/easec.eu\/pt\/\">O padr\u00e3o europeu de certifica\u00e7\u00e3o de soft skills da EASEC<\/a> opera exatamente nessa interse\u00e7\u00e3o. Combina avalia\u00e7\u00e3o psicom\u00e9trica com o alinhamento formal \u00e0 ESCO e ao EQF para emitir credenciais digitais verific\u00e1veis \u2014 n\u00e3o relat\u00f3rios internos, mas documentos audit\u00e1veis por qualquer terceiro autorizado.<\/p><p>A diferen\u00e7a operativa para um departamento de RH resume-se nesta tabela:<\/p><table><thead><tr><th>Crit\u00e9rio<\/th><th>Teste propriet\u00e1rio (ATS)<\/th><th>Certifica\u00e7\u00e3o com padr\u00e3o europeu<\/th><\/tr><\/thead><tbody><tr><td>Verificabilidade por terceiros<\/td><td>N\u00e3o \u2014 resultado interno, n\u00e3o audit\u00e1vel externamente<\/td><td>Sim \u2014 credencial digital verific\u00e1vel por qualquer organiza\u00e7\u00e3o<\/td><\/tr><tr><td>Reconhecimento transfronteiri\u00e7o<\/td><td>Limitado ao ecossistema do fornecedor<\/td><td>Reconhecido no quadro ESCO\/EQF da UE<\/td><\/tr><tr><td>Auditabilidade em compliance<\/td><td>Dif\u00edcil de apresentar em auditorias de igualdade ou diversidade<\/td><td>Dado objetivo cit\u00e1vel em relat\u00f3rios regulat\u00f3rios<\/td><\/tr><tr><td>Interoperabilidade com people analytics<\/td><td>Depende da API do ATS; dados n\u00e3o port\u00e1veis<\/td><td>Credencial padronizada, integr\u00e1vel em qualquer sistema<\/td><\/tr><tr><td>Validade temporal<\/td><td>Caduca ao mudar de plataforma<\/td><td>Vinculada ao perfil do candidato de forma permanente<\/td><\/tr><\/tbody><\/table><p>Para as equipas de talento que operam em v\u00e1rios pa\u00edses ou que necessitam de justificar as suas decis\u00f5es de contrata\u00e7\u00e3o perante comit\u00e9s internos, a diferen\u00e7a n\u00e3o \u00e9 cosm\u00e9tica. \u00c9 estrutural.<\/p><h2>People analytics com dados certificados: da intui\u00e7\u00e3o ao painel de controlo<\/h2><p>A promessa do people analytics choca h\u00e1 anos com um obst\u00e1culo pr\u00e1tico: se os dados de entrada n\u00e3o forem fi\u00e1veis, o dashboard \u00e9 decorativo. Quando as avalia\u00e7\u00f5es de soft skills geram credenciais padronizadas, o departamento de RH pode construir um mapa real de compet\u00eancias do seu quadro de pessoal e do pipeline de candidatos.<\/p><p>Isso significa comparar objetivamente o perfil de compet\u00eancias transversais dos candidatos com o benchmark dos colaboradores de alto desempenho j\u00e1 na organiza\u00e7\u00e3o. Significa detetar lacunas espec\u00edficas antes da integra\u00e7\u00e3o, n\u00e3o depois. E significa, com <a href=\"https:\/\/easec.eu\/pt\/certificacao-de-competencias-easec-esco-ue\/\">o alinhamento da EASEC com o quadro ESCO e EQF<\/a>, que esses dados t\u00eam uma taxonomia p\u00fablica como refer\u00eancia \u2014 n\u00e3o uma caixa negra.<\/p><p>As equipas de desenvolvimento organizacional que trabalham com sele\u00e7\u00e3o por compet\u00eancias certificadas podem desenhar planos de acolhimento e desenvolvimento individualizados desde o primeiro dia, com uma baseline mensur\u00e1vel que permite avaliar progresso real, e n\u00e3o perce\u00e7\u00f5es.<\/p><h2>ROI mensur\u00e1vel: quanto poupa um recrutamento baseado em compet\u00eancias certificadas<\/h2><p>O retorno de uma avalia\u00e7\u00e3o objetiva de soft skills n\u00e3o se mede apenas em contrata\u00e7\u00f5es mais acertadas. Mede-se em tr\u00eas linhas simult\u00e2neas.<\/p><p><strong>Redu\u00e7\u00e3o da rotatividade precoce.<\/strong> Se o custo m\u00e9dio de substituir um profissional equivale a 100 % do seu sal\u00e1rio anual e a certifica\u00e7\u00e3o pr\u00e9via reduz as sa\u00eddas em per\u00edodo experimental em 30\u201340 %, a poupan\u00e7a numa empresa com 200 contrata\u00e7\u00f5es anuais pode ultrapassar os 300.000 \u20ac por ano. Os dados do F\u00f3rum Econ\u00f3mico Mundial confirmam que o reskilling interno custa aproximadamente 30 % menos do que a contrata\u00e7\u00e3o externa, com maior reten\u00e7\u00e3o e preserva\u00e7\u00e3o do conhecimento organizacional.<\/p><p><strong>Redu\u00e7\u00e3o de vieses document\u00e1vel.<\/strong> Uma credencial emitida por um organismo externo e verific\u00e1vel por terceiros protege o departamento de RH perante reclama\u00e7\u00f5es de vi\u00e9s no processo de sele\u00e7\u00e3o. Em contextos de auditoria de igualdade salarial ou diversidade, dispor de dados objetivos de avalia\u00e7\u00e3o de compet\u00eancias transversais n\u00e3o \u00e9 um luxo \u2014 \u00e9 uma garantia legal. Em Portugal, onde a Comiss\u00e3o para a Igualdade no Trabalho e no Emprego (CITE) fiscaliza ativamente estas mat\u00e9rias, ter dados audit\u00e1veis \u00e9 particularmente relevante.<\/p><p><strong>Employer branding com credenciais partilh\u00e1veis.<\/strong> Segundo <a href=\"https:\/\/business.linkedin.com\/talent-solutions\/resources\/talent-intelligence\/global-talent-trends\">os dados do LinkedIn Global Talent Trends<\/a>, os profissionais partilham ativamente as suas certifica\u00e7\u00f5es nos perfis profissionais. Quando uma empresa integra a certifica\u00e7\u00e3o no seu processo de recrutamento, cada candidato avaliado torna-se um embaixador da marca empregadora que torna vis\u00edvel o rigor do processo perante a sua rede de contactos.<\/p><p><a href=\"https:\/\/easec.eu\/pt\/easec-y-perzon-ai-uma-alianca-para-transformar-a-certificacao-de-soft-skills-na-ibero-america\/\">A alian\u00e7a da EASEC com a Perzon.ai para certifica\u00e7\u00e3o na Ibero-Am\u00e9rica<\/a> demonstra que esta integra\u00e7\u00e3o j\u00e1 est\u00e1 operacional em plataformas de gest\u00e3o de talento reais. N\u00e3o se trata de um projeto-piloto: \u00e9 uma infraestrutura dispon\u00edvel para empresas que precisam de reduzir rotatividade de talento com dados, e n\u00e3o com promessas.<\/p><h2>Perguntas frequentes sobre avaliar soft skills em recrutamento e sele\u00e7\u00e3o<\/h2><h3>Como avaliar soft skills de forma objetiva num processo de recrutamento?<\/h3><p>Combinando entrevista comportamental estruturada com uma certifica\u00e7\u00e3o externa baseada em padr\u00f5es p\u00fablicos como ESCO e EQF. A chave \u00e9 que o resultado seja uma credencial verific\u00e1vel por terceiros, e n\u00e3o um relat\u00f3rio interno do ATS. Isso elimina a subjetividade do avaliador individual e gera dados compar\u00e1veis entre candidatos.<\/p><h3>Qual \u00e9 a diferen\u00e7a entre um teste de soft skills de um ATS e uma certifica\u00e7\u00e3o europeia?<\/h3><p>Um teste propriet\u00e1rio gera um resultado interno v\u00e1lido apenas dentro dessa plataforma. Uma certifica\u00e7\u00e3o alinhada com o padr\u00e3o europeu produz uma credencial digital que qualquer empregador pode verificar de forma independente, que \u00e9 interoper\u00e1vel entre sistemas e que tem reconhecimento no Quadro Europeu de Qualifica\u00e7\u00f5es da Uni\u00e3o Europeia.<\/p><h3>Vale a pena investir em certifica\u00e7\u00e3o de soft skills para recrutamento se a minha empresa \u00e9 uma PME?<\/h3><p>Sim, especialmente em PME onde cada m\u00e1 contrata\u00e7\u00e3o tem um impacto proporcionalmente maior \u2014 e em Portugal, onde 99,9 % do tecido empresarial \u00e9 composto por PME, esta realidade \u00e9 particularmente relevante. Se o custo de substituir um colaborador equivale a 100 % do seu sal\u00e1rio e a avalia\u00e7\u00e3o certificada reduz a rotatividade precoce em um ter\u00e7o, o investimento recupera-se com as primeiras tr\u00eas ou quatro contrata\u00e7\u00f5es acertadas do ano.<\/p><h3>As credenciais de soft skills certificadas s\u00e3o v\u00e1lidas nos pa\u00edses lus\u00f3fonos?<\/h3><p>As certifica\u00e7\u00f5es alinhadas com ESCO e EQF t\u00eam reconhecimento em toda a Uni\u00e3o Europeia e s\u00e3o cada vez mais valorizadas por empresas nos PALOP e no Brasil com opera\u00e7\u00f5es ou parceiros europeus. A EASEC opera ativamente na Pen\u00ednsula Ib\u00e9rica e na Am\u00e9rica Latina, com alian\u00e7as espec\u00edficas para a regi\u00e3o ibero-americana e o espa\u00e7o lus\u00f3fono.<\/p><h2>Conclus\u00e3o<\/h2><p>Avaliar soft skills em recrutamento e sele\u00e7\u00e3o com crit\u00e9rios objetivos j\u00e1 n\u00e3o \u00e9 uma aspira\u00e7\u00e3o dos departamentos de RH mais avan\u00e7ados \u2014 \u00e9 uma necessidade operativa com impacto direto na rotatividade, nos custos e na reputa\u00e7\u00e3o. Os m\u00e9todos tradicionais continuam a ser \u00fateis como complemento, mas a sua falta de verificabilidade externa torna-os ferramentas incompletas para um mercado que exige dados audit\u00e1veis e reconhecimento transfronteiri\u00e7o.<\/p><p>A certifica\u00e7\u00e3o baseada em padr\u00f5es europeus como ESCO e EQF resolve exatamente essa lacuna: converte a avalia\u00e7\u00e3o de compet\u00eancias transversais numa credencial digital que o candidato carrega consigo, o empregador verifica e a equipa de people analytics integra no seu painel de controlo. N\u00e3o \u00e9 mais burocracia; \u00e9 menos incerteza.<\/p><p>Se a sua empresa precisa de melhorar a qualidade das suas contrata\u00e7\u00f5es com dados objetivos e credenciais reconhecidas, <a href=\"https:\/\/easec.eu\/pt\/empresas\/\">as solu\u00e7\u00f5es da EASEC para empresas<\/a> oferecem um ponto de partida concreto: avalia\u00e7\u00e3o psicom\u00e9trica, certifica\u00e7\u00e3o alinhada com o quadro europeu e credenciais digitais verific\u00e1veis prontas para integrar nos seus processos de recrutamento e desenvolvimento.<\/p><p>\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4244a4b elementor-widget elementor-widget-text-editor\" data-id=\"4244a4b\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-4244a4b{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-62a75a0 elementor-widget elementor-widget-text-editor\" data-id=\"62a75a0\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-62a75a0{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-26cb44a elementor-widget elementor-widget-text-editor\" data-id=\"26cb44a\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-26cb44a{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4b83a93 elementor-widget elementor-widget-text-editor\" data-id=\"4b83a93\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-4b83a93{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Saiba como avaliar as compet\u00eancias transversais no recrutamento atrav\u00e9s de certifica\u00e7\u00e3o com padr\u00f5es europeus. Reduza as contrata\u00e7\u00f5es inadequadas, diminua os custos de rotatividade e tome decis\u00f5es de selec\u00e7\u00e3o audit\u00e1veis.<\/p>","protected":false},"author":2,"featured_media":47404,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1,290,280],"tags":[22,191,182,293,291,294],"class_list":["post-47403","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-easec","category-human-resources","category-work","tag-easec","tag-employability","tag-european-certification","tag-objective-assessment","tag-recruitment","tag-social-skills"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 (Yoast SEO v28.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How to Assess Soft Skills in Candidates With Verified Standards | EASEC \u2013 European Soft Skills Certification<\/title>\n<meta name=\"description\" content=\"Learn how to assess soft skills in recruitment using European-standard certification. 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