3 Steps to Make Your Recruitment Competency-Based

 

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Recruitment today is presented with new challenges because of the volume of applicants, complexity of the jobs and very low number of qualified applicants. You are probably wondering why there are so many applicants and so many jobs, yet filling these jobs is still a struggle. A key trend in hiring key talent is the shift from simply looking at work experience and credentials to looking at competencies—knowledge, skills and attitudes that make a person successful on the job. Looking at competencies helps us understand the fit of an applicant to a certain role by looking at past behaviors they have exhibited in previous jobs.

Here are three simple steps to help you start measuring competencies in recruitment:

1. Include behaviors in posting job requirements

When working with business units to fill key positions, instead of asking how many years of experience are required, find out what behaviors a business unit manager would expect from the potential employee. This will give you an idea what competencies are necessary to be successful on the job.

A manager might say, “I need someone who can manage a project— from coordinating with suppliers to scheduling milestones. Someone who can communicate well and establish a good relationship with everyone.” Based on this statement, you already see some competencies that are needed such as project management and interpersonal skills. These are not measured simply by years of experience so you can now see that it is best to look at experiences the applicant has had where they were given the opportunity to manage projects and deal with others. These competencies and behaviors can then form part of your job posting so that you are able to attract applicants with similar backgrounds.

 

2. Ask situational examples during interviews

Once the applicant is at your door step, it is now time to validate evidence of the competency. This can be done by asking the applicant to provide a situation where he/she most likely was able to display specific behaviors. Think through your questions to make sure that the applicant’s response will tell you whether there is evidence of competency.

One example might be “Tell me about a time when you had to deal with different kinds of people in your job?” Depending on the situation provided, you can further probe if the applicant was able to deliver on a task while working with different people. You can ask questions such as “How did you deal with the different opinions each person had?” or “What goal did you have to achieve and what was the final outcome?” The responses should give you good indications whether a competency is present or not.

It is advisable to ask for several situations until you can validate what competencies are present, at what levels they are present and how they are linked to the requirements of the job.

 

3. Use job-specific tests

Another way to check for competency is through the use of competency-based tests. Each job is unique and will therefore require more than measuring IQ. It is advisable to look at competencies that connect to the requirements of a job, whether it be a rank and file role or a leadership role.

Focusing on critical competencies also makes the testing experience a more credible one for the applicant, since they see the company as really understanding what a job entails. The results of a well-thought test go a long way in choosing which applicants to shortlist and once hired, what areas can be addressed by training to make the employee better at what they do.

Take a look at a job-specific test for a call center agent:

You will notice that it still covers personality components such as Social Drive, Fortitude, and Conscientiousness, however, you will also find that the components were carefully selected to determine what could potentially make the agent successful at delivering results. You will also see that the skills and knowledge being measured relate effectively to the role and are essential to success on the job. This makes the test shorter without sacrificing the results.

 

Originally posted in Talegent Philippines’ LinkedIn account:  https://www.linkedin.com/today/post/article/20140611020525-274890658-3-steps-to-make-your-recruitment-competency-based?trk=mp-edit-rr-posts