Evaluación de la transición del reclutamiento 2.0 a 5.0 basado en el desempeño del 2024 en Aguas de San Pedro S.A. de C.V.
Loading...
Date
2025-10-01
Journal Title
Journal ISSN
Volume Title
Publisher
Universidad Tecnológica Centroamericana UNITEC
Abstract
El presente estudio evalúa la viabilidad en implementar la estrategia de reclutamiento 5.0 en la empresa Aguas de San Pedro S.A. de C.V basándose en el desempeño que mostró el reclutamiento 2.0 durante el año 2024. Por esta razón, se desarrolló la investigación con un enfoque mixto, descriptivo y transversal, aplicando instrumentos a los colaboradores contratados durante el periodo mencionado y los expertos de Talento Humano. Los resultados muestran que la estrategia de reclutamiento 2.0 logro modernizar el proceso, pero presenta limitaciones para cubrir plazas vacantes y una retroalimentación adecuada a los candidatos postulantes. Se logra identificar que la adopción de nuevas herramientas digitales, ofrecen potencial para optimizar recursos y mejorar la experiencia del candidato, así mismo permitirá fortalecer la marca empleadora. La investigación concluye que la transición es viable y siempre obteniendo un equilibrio entre el uso tecnológico y el factor humano.
This study evaluates the feasibility of implementing a 5.0 recruitment strategy at Aguas de San Pedro S.A. de C.V. based on the performance of 2.0 recruitment during 2024. Therefore, the research was conducted using a mixed, descriptive, and cross-sectional approach, applying instruments to employees hired during the aforementioned period and to Human Talent experts. The results show that the 2.0 recruitment strategy managed to modernize the process, but it presents limitations in filling vacant positions and providing adequate feedback to applicant candidates. It was found that the adoption of new digital tools offers the potential to optimize resources and improve the candidate experience, as well as strengthen the employer brand. The research concludes that the transition workable, always achieving a balance between the use of technology and the human factor.
This study evaluates the feasibility of implementing a 5.0 recruitment strategy at Aguas de San Pedro S.A. de C.V. based on the performance of 2.0 recruitment during 2024. Therefore, the research was conducted using a mixed, descriptive, and cross-sectional approach, applying instruments to employees hired during the aforementioned period and to Human Talent experts. The results show that the 2.0 recruitment strategy managed to modernize the process, but it presents limitations in filling vacant positions and providing adequate feedback to applicant candidates. It was found that the adoption of new digital tools offers the potential to optimize resources and improve the candidate experience, as well as strengthen the employer brand. The research concludes that the transition workable, always achieving a balance between the use of technology and the human factor.
Keywords
Reclutamiento 2.0, Reclutamiento 5.0, Tecnología