In a selection process, HR departments do not only look for knowledge and skills, but also value other aspects such as values, motivational aspects, emotional management and skills.

In addition to formal education, each person has a series of skills and abilities that he or she must learn to identify and develop, as these can be an advantage in a selection process. These soft skills complement her or his knowledge.

Knowing and developing these competences increases the employability, facilitates access to the labour market, the adequate integration in a company and the continuous professional and personal development.

The intensive Programme SUMÉRGETE pretends to develop these competences in university students and postgraduates, thus we propose, a series of actions with the following objectives:
- to recognise the importance of soft skills for a better performance of functions.
- to know and understand the different competencies, behavioural indicators and associated behaviours.
- to identify personal and professional situations in which these skills have been developed through self-knowledge.
- to practise, through exercises, dynamics and case studies, those competences in which a need for improvement has been detected and obtain feedback on the progress achieved.
- to apply behavioural indicators to behaviour in the workplace in order to identify those that are necessary.

The SUMÉRGETE methodology is based on small groups focusing on interaction, communication, collaboration, commitment and problem solving, among other competences. This allows participants to develop these and other skills included in the programme.

The programme has a special itinerary as following:
1. Diagnosis and initial assessment, in which participants will be able to assess their level of competences at the beginning of the programme.
2. Development and training through simulations, dynamics, experiences and case analysis.
3. Gamified challenge at the end of the programme, participants will work on a challenge in which they will put into play the competences in which they have been trained.
4. Final evaluation and personalised competence report.
5. Follow-up during and after the end of the programme they have a personal counsellor.

In this paper, we will present the methodology and the competency report model that is given to the participants and which, based on the behaviours observed during the workshops by the teaching team, shows the level of competencies developed.

Keywords: Soft Skills, Labour market, university students, competences.