Top 3 Features of Best Practice Recruitment and Selection - #2

Part 5 of 11 of the CompetencyCore^TM Guide to Recruitment & Selection

This is the fifth in a 11 part series that looks at:

1. The Business Case
2. Key Advantages of Competency-based Selection
3. How Competencies Improve Selection
4. Top 3 Features of Best Practice Recruitment and Selection - #1
5. Top 3 Features of Best Practice Recruitment and Selection - #2
6. Top 3 Features of Best Practice Recruitment and Selection - #3
7. Common Tools: Job Postings & Behavioral Interviews
8. Common Tools: Track Record Review and Reference Checks
9. Common Tools: Standardized Tests, Part 1
10. Common Tools: Standardized Tests, Part 2
11. Tips for Implementing a Recruitment and Selection System

In the last blog, we reviewed how to establish an efficient recruitment and selection work flow.  This blog reviews how to use competencies to determine which screening tools, assessments and / or tests to include in the process

Competency Coverage Grid

The competencies assessed by each selection element can be set out in a Competency Coverage Grid, as shown below.  The grid matches the selection elements shown in the Selection Flow diagram described in the previous blog.

Each of the checkmarks in the grid indicates which competencies are to be assessed by which element (resume screen, test, etc.) of the selection process.  The selection elements are targeted to best assess each of the competencies.  In the example provided, Written Communications Skills, Planning and Organizing, Computer Skills and Financial Management could all be assessed through a Screening Test specifically designed for this purpose – for example, a written response to a problem or challenge that would typically face the candidate in the job.  On the other hand, competencies like Client Focus and Initiative are better assessed through the interview and reference checking processes (i.e., behaviorally-based interviews - for more information see Blog #9 of this series).

Ideally, important competencies should be assessed through more than one method to ensure that there is ample opportunity for candidates to demonstrate their capabilities.

The Competency Coverage Grid, in combination with the Selection Flow diagram covered in the last blog, and the Selection Weighting & Rating Grid (covered in the next blog) provide a comprehensive description of the selection system.

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The next blog in this series examines the third top feature of a best practice recruitment and selection program. 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.

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Want 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.