Friday 9 November 2012

Key Advantages of Using Competencies for Recruitment & Selection

Part 2 of 11 of the CompetencyCoreTM Guide to Recruitment & Selection

How Competencies Support Recruitment & Selection

Using a competency-based  approach has been scientifically proven to result in more efficient recruitment and selection processes, reduced costs and more productive, successful and engaged employees.

Incorporating a competency-based recruitment and selection approach permits the creation of job competency profiles or models that provide a comprehensive set of standards against which candidates can be screened and assessed.  These standards can include not only the hard skill requirements like education and technical / professional competencies, but also the harder to measure attributes that are so important for success on the job, like the ability to operate effectively in a team environment, initiative, concern for client / customers, results achievement, etc.

Competency-based Recruitment and Selection“Competency” is a term that describes a pattern or cluster of actions taken to achieve a result. Competencies demonstrate the following key features:
  • They describe the abilities, skills, knowledge, motivations or other traits required in the job
  • They are required for effective or successful performance of the job or task
  • They are defined in terms of observable behaviors, and therefore can be assessed or measured.

Advantage of Using Competencies

Organizations use competencies to define the selection criteria for performance success.  They provide the framework for identifying and / or designing competency-based tools and processes for evaluating candidates and making job-related, reliable, valid, fair and systematic selection and hiring decisions.

More specifically, competencies support recruitment and selection by:
  • Providing valid, fair and job-related standards against which to assess applicant competencies to perform in the targeted role / job;
  • Improving the transparency of the selection process by clearly communicating the behaviors employees must display for success in the role / job;
  • Serving as the foundation for the design of a well-designed, efficient and effective recruitment and selection processes;
  • Creating efficiencies by providing re-usable selection tools and processes (e.g., question banks for interviews and reference-checking organized by competency; template interview and reference checking guides; targeted role plays, work simulations, in-basket assessments; etc.);
  • Providing explicit, clear and transparent criteria on which to give candidates feedback on their performance in the selection process (e.g., input for future learning and development; etc.); and,
  • Providing standards for evaluating the success of the selection process - e.g., correlating the results of the selection process with competency-based on-the-job performance.

The next blog in this series examines how to improve recruitment & selection processes by using competencies. Sign up to our blog’s mailing list through the form on the right-hand side to receive the rest of the series in your inbox.

HRSG is a leader in competency-based recruitment and selection solutions and training. Contact us today to find out how we can help you.

behavioural interview guideWant to learn more? Download a Best Practice Guide to Improve the Effectiveness of your Interviewing Processes
Compared to unstructured interview approaches, the behavioral interview approach greatly increases your chances of making the best selection decisions. Download this guide to learn how to interview candidates to gather critical information about candidates’ past performance and accomplishments that you can use to predict their performance and accomplishments in the job that you are filling.

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