{"id":2360,"date":"2026-08-26T20:31:43","date_gmt":"2026-08-27T03:31:43","guid":{"rendered":"https:\/\/catalystsystem.net\/sp\/?p=2360"},"modified":"2026-08-26T20:31:43","modified_gmt":"2026-08-27T03:31:43","slug":"una-buena-entrevista","status":"publish","type":"post","link":"https:\/\/catalystsystem.net\/sp\/una-buena-entrevista\/","title":{"rendered":""},"content":{"rendered":"
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\n\t\t\t\t\t\tUna buena entrevista no siempre significa una buena contrataci\u00f3n\t\t\t\t\t\t<\/h2>\n\t\t\t\t\t\t\t\t\t\t\t
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He entrevistado profesionales que pueden \u00a0tener un curr\u00edculum extraordinario, responder con seguridad, transmitir confianza y causar una excelente primera impresi\u00f3n. Puede parecer, incluso, el l\u00edder que la organizaci\u00f3n estaba esperando, pero al final sucede lo que dice el dicho \u201cSolo fue un algr\u00f3n de burro\u201d. El problema es que una entrevista exitosa no necesariamente anticipa la manera en que esa persona ejercer\u00e1 el liderazgo cuando tenga poder, presi\u00f3n y personas a su cargo.<\/p>\n

Un an\u00e1lisis de Harvard Business Review<\/em>, publicado el 24 de agosto de 2026, advierte sobre un riesgo importante en los procesos de selecci\u00f3n: ciertos l\u00edderes con comportamientos interpersonales perjudiciales pueden presentarse como candidatos carism\u00e1ticos, seguros y competentes. Una entrevista tradicional, especialmente cuando se concentra en resultados profesionales y conocimientos t\u00e9cnicos, puede dejar fuera una pregunta mucho m\u00e1s importante: \u00bfc\u00f3mo consigui\u00f3 esa persona sus resultados y qu\u00e9 ocurri\u00f3 con quienes trabajaron a su lado?<\/p>\n

He formado personal de Recursos Humanos y Evaluaci\u00f3n del desempe\u00f1o, para prevenir y corregir estos comportamientos.\u00a0 El coaching no solo permite una lectura profesional del comportamiento, sino que ayuda a la persona a superar las barreras y mejorar su comportamiento como l\u00edder y en el equipo.<\/p>\n

No se trata de \u201cleer\u201d a una persona en unos cuantos minutos ni de emitir juicios a partir de un gesto, una postura o una respuesta aislada, no es un show de demostraci\u00f3n para impresionar a otros. Se trata de observar congruencia, patrones de comunicaci\u00f3n y formas de relacionarse de una manera prudente y confidencial.<\/p>\n

A veces escuchamos solamente c\u00f3mo habla el candidato de sus antiguos colaboradores, c\u00f3mo explica un fracaso, qu\u00e9 sucede cuando se cuestiona una de sus decisiones, cu\u00e1nto espacio concede a los dem\u00e1s y qu\u00e9 responsabilidad asume cuando algo no sali\u00f3 bien.<\/p>\n

Un coach experimentado puede ayudar al equipo de selecci\u00f3n a profundizar en esas se\u00f1ales y, sobre todo, a formular mejores preguntas. La seguridad, por ejemplo, es una cualidad deseable en un l\u00edder; pero necesita distinguirse de la arrogancia o peor a\u00fan, con narcisismo. La exigencia puede impulsar resultados, pero no debe confundirse con el maltrato. Una visi\u00f3n estrat\u00e9gica es valiosa, pero pierde fuerza cuando viene acompa\u00f1ada de incapacidad para escuchar, recibir retroalimentaci\u00f3n o reconocer una equivocaci\u00f3n.<\/p>\n

Por eso, contratar bien requiere mirar m\u00e1s all\u00e1 de la primera impresi\u00f3n.<\/p>\n

Las entrevistas conductuales estructuradas, las simulaciones de situaciones reales, las referencias espec\u00edficas y la participaci\u00f3n de varios evaluadores permiten observar al candidato desde distintos \u00e1ngulos.<\/p>\n

He comprobado a trav\u00e9s de muchas experiencias, que el coaching puede complementar este proceso ayudando a identificar contradicciones, profundizar en determinadas respuestas y evitar que el carisma o una narrativa profesional convincente ocupen todo el espacio de la decisi\u00f3n.<\/p>\n

El objetivo no es buscar defectos ni desconfiar de cada candidato. Es comprender mejor a la persona que existe detr\u00e1s del curr\u00edculum, esto porque podr\u00eda realmente estar capacitado para un puesto, pero no necesariamente para el que estamos buscando..<\/p>\n

Porque cuando una organizaci\u00f3n contrata a un l\u00edder, no est\u00e1 contratando \u00fanicamente su experiencia, sus conocimientos o sus resultados anteriores. Tambi\u00e9n est\u00e1 incorporando su manera de comunicarse, reaccionar ante la presi\u00f3n, ejercer autoridad, resolver conflictos y tratar a las personas.<\/p>\n

Y esas caracter\u00edsticas pueden terminar teniendo tanto peso como cualquier resultado financiero.<\/p>\n

Una contrataci\u00f3n equivocada puede descubrirse meses despu\u00e9s. Para entonces, quiz\u00e1 ya exista desgaste en el equipo, p\u00e9rdida de talento, conflictos internos o deterioro de la confianza. Por eso, una selecci\u00f3n inteligente no deber\u00eda limitarse a preguntar qu\u00e9 ha conseguido un candidato. Tambi\u00e9n necesita descubrir c\u00f3mo lo consigui\u00f3 y qui\u00e9n tiende a convertirse cuando tiene poder.<\/p>\n

Fuente:<\/strong> Harvard Business Review<\/em>, 24 de agosto de 2026.<\/p>\n

Adri\u00e1n Rojas<\/p>\n

Master Business & Executive Coach<\/p>\n

info@catalystsystem.net<\/p>\n<\/div>\n<\/div><\/div><\/div><\/div>

<\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"

He entrevistado profesionales que pueden \u00a0tener un curr\u00edculum extraordinario, responder con seguridad, transmitir confianza y causar una excelente primera impresi\u00f3n. Puede parecer, incluso, el l\u00edder que la organizaci\u00f3n estaba esperando, pero al final sucede lo que dice el dicho \u201cSolo fue un algr\u00f3n de burro\u201d. El problema es que una entrevista exitosa no necesariamente anticipa …<\/p>\n","protected":false},"author":1,"featured_media":2361,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[11],"tags":[],"class_list":["post-2360","post","type-post","status-publish","format-standard","has-post-thumbnail","category-articulos","clearfix","article"],"acf":[],"yoast_head":"\nUna buena entrevista - CSC<\/title>\n<meta name=\"description\" content=\"Una buena entrevista no siempre significa una buena contrataci\u00f3n\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/catalystsystem.net\/sp\/una-buena-entrevista\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Una buena entrevista - CSC\" \/>\n<meta property=\"og:description\" content=\"Una buena entrevista no siempre significa una buena contrataci\u00f3n\" \/>\n<meta property=\"og:url\" content=\"https:\/\/catalystsystem.net\/sp\/una-buena-entrevista\/\" \/>\n<meta property=\"og:site_name\" content=\"CSC\" \/>\n<meta property=\"article:published_time\" content=\"2026-08-27T03:31:43+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/catalystsystem.net\/sp\/wp-content\/uploads\/2026\/08\/coaching-para-contratacion.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1536\" \/>\n\t<meta property=\"og:image:height\" content=\"1024\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"csc\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Escrito por\" \/>\n\t<meta name=\"twitter:data1\" content=\"csc\" \/>\n\t<meta name=\"twitter:label2\" content=\"Tiempo de lectura\" \/>\n\t<meta name=\"twitter:data2\" content=\"1 minuto\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/catalystsystem.net\\\/sp\\\/una-buena-entrevista\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/catalystsystem.net\\\/sp\\\/una-buena-entrevista\\\/\"},\"author\":{\"name\":\"csc\",\"@id\":\"https:\\\/\\\/catalystsystem.net\\\/sp\\\/#\\\/schema\\\/person\\\/a80f8d5da9a7dbd4bd3b79d20fe2d15a\"},\"headline\":\"Sin t\u00edtulo\",\"datePublished\":\"2026-08-27T03:31:43+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/catalystsystem.net\\\/sp\\\/una-buena-entrevista\\\/\"},\"wordCount\":666,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/catalystsystem.net\\\/sp\\\/una-buena-entrevista\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/catalystsystem.net\\\/sp\\\/wp-content\\\/uploads\\\/2026\\\/08\\\/coaching-para-contratacion.png\",\"articleSection\":[\"ART\u00cdCULOS\"],\"inLanguage\":\"es\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/catalystsystem.net\\\/sp\\\/una-buena-entrevista\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/catalystsystem.net\\\/sp\\\/una-buena-entrevista\\\/\",\"url\":\"https:\\\/\\\/catalystsystem.net\\\/sp\\\/una-buena-entrevista\\\/\",\"name\":\"Una buena entrevista - 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