Competencies are observable abilities, skills, knowledge, motivations or traits defined in terms of the behaviours needed for successful job performance. They translate the strategic vision and goals for the organization into behaviours or actions employees must display for the organization and the individual to thrive. Using competencies for selection reduces the risk of a bad hire as it increases the validity of the recruitment process through:
- A focus on both technical and behavioural components of the job;
- Standardized selection criteria;
- Well-researched, job-related behaviours;
- Well defined definitions, known in advance;
- A streamlined, consistent process; and,
- A variety of selection tools to increase incremental validity.
Selection tools that can incorporate Competency-based assessment include: structured interviews, reference checks, track record reviews, role plays and work samples to name a few, all supported by standardized rating scales that incorporate competency criteria. But don’t stop there. Competencies can be integrated into the complete HR system as the foundation for coordinating learning and development, performance management and succession planning.
This post is based on content from '
Estimating the Cost of a Bad Hire' by Human Resource Systems Group, Ltd.
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