At Resorsi, we’ve screened thousands of professionals from across Latin America, and there’s one thing we never do: make hiring decisions based on resumes alone.
In fact, many of the best professionals we’ve placed wouldn’t have made it past a traditional CV filter. Not because they lack talent, but because they don’t have “brand name” experience or a polished career story.
Instead, we use a competency-based hiring process: one that focuses on real skills, demonstrated behaviors, and structured assessments. It’s not just fairer. It works better.
Here’s exactly how we screen candidates at Resorsi, and why you should too.
1 | We Define Core Competencies First
Before we even open applications, we start by defining what success looks like in the role. That means identifying 5–7 key competencies: the must-have behaviors and skills someone needs to thrive.
Examples:
- For an executive assistant: communication, time management, initiative, attention to detail
- For a marketing specialist: clarity, creativity, project ownership, data comfort
- For a junior controller: problem-solving, accountability, accuracy, business acumen
We don’t guess. We align these competencies with what the client actually needs, not just what the job title says.
2 | We Use Structured Interviews
Unstructured interviews lead to bias. People tend to favor candidates who sound like them, think like them, or have similar career paths.
At Resorsi, all interviews follow a structured format with:
- Clear, behavior-based questions (e.g. “Tell me about a time when…”)
- Scoring rubrics tied to each competency
- Interviewers trained to listen for actions, results, and thinking patterns, not charm or storytelling
We look for substance, not style. For example:
✖️ “I’m great at problem-solving.”
✔️ “When X broke down, I jumped in, diagnosed the issue, built a workaround, and reduced downtime by 50%.”
3 | We Prioritize Work Samples and Assessments
Resumes tell us what someone says they can do. Work samples show us what they actually do.
We often ask candidates to complete a short, role-specific assignment, not just for technical roles, but also for admin, customer support, and marketing.
Examples:
- A mock inbox for an EA
- A short case breakdown for a financial analyst
- A sample client response for a customer success agent
This lets us evaluate core skills in action: writing, decision-making, logic, and attention to detail.
4 | We Score and Compare Consistently
Every candidate is scored against the same rubric. We don’t compare personalities or backgrounds: we compare how each person showed key competencies.
This means:
- Less bias
- Stronger hires
- Higher retention
- More overlooked talent getting a real shot
We’ve placed professionals who came from hospitality, education, freelancing, even informal jobs, because they demonstrated what they could do.
5 | Why This Works (for Everyone)
For talent:
- You get evaluated fairly, even without a perfect resume.
- You’re rewarded for how you think, not just what you’ve done before.
- You get roles that match your real strengths.
For companies:
- You hire people who fit the work, not just the job description.
- You reduce costly bad hires.
- You unlock talent others overlook.
A polished resume might get someone into the room. But at Resorsi, we care about how they work once they’re there.
Competency-based screening helps us find resilient, capable, adaptable professionals, the kind of talent that makes remote teams thrive.
And that’s why we’ll always screen for what matters most: how well someone does the job. Not how well they describe it.
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