Competency in recruitment selection

And on the basis of their knowledge about this they select and train their subordinates for that job.

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A competent manager is always aware about different competencies that a person requires to perform the job effectively and efficiently. Thus, a trait that is a "competency" for one job might not predict outstanding performance in a different role.

Forget the skills gap, the competency gap is the next big thing: Training on Competency-based Selection — Managers must have the knowledge and skills to be able to apply the various competency-based assessment methodologies noted above to arrive at valid selection decisions.

Every hiring decision you make comes with huge Competency in recruitment selection impact, productivity and overall morale of the organization if done wrong. These universal competencies are applicable to all organizations across functions.

Core Competencies[ edit ] Core competencies are the set of skills which are crucial to a business, for them to gain a competitive advantage in their market. High employee turnover is a norm. Competency based human resource management is promising as best approach in developing and preserving competent human resources.

Competency based recruitment and selection focuses on identifying those candidates that can evidence those behaviourally defined characteristics which underpin desired performance in the role you are seeking. For example we have observed that during our school or college days a star student who scores maximum marks in exam may or may not be a good leader.

Within a specific organization or professional community, professional competency is frequently valued. Psychometric tests are psychological tests which can provide useful information about a wide range of competencies of an individual like abilities, aptitudes, values and skills, and can function as a scientific aid in selection.

Defining and compiling competencies is a long process that may sometimes require more effort and time than most organizations are willing to allocate. It describes these competencies in the form of indicators, which can be quantified.

Before you can proceed with the download, may we ask you to help us out on a survey for us to better improve our services. Some of the common benchmark competency-based practices in Recruitment and Selection include: For competencies where employees are lacking, they can learn.

This set of context-specific qualities is correlated with superior job performance and can be used as a standard against which to measure job performance as well as to develop, recruit, and hire employees. Senior managers are unable to manage every single aspect of their business, including the competencies needed to maintain a strong business.

Individual performance competencies are more specific than organizational competencies and capabilities.


The competency based approach defines jobs in terms competencies and this more flexible as rigid descriptions used in traditional job descriptions resulted in employees performing strictly defined tasks.

If we identify employees in advance for those competencies, we can reduce the chance of a bad hire and enhance the quality of hire.

Applies knowledge to identify issues and internal problems; works to develop additional technical knowledge and skills. The competency based qualification standards can be based on whole person competency based approach, and characterized by more assessment options and easy to quantify and hence evaluate.

In addition to this we can define people management competencies like Leadership, Directing, team building capacity, capacity to work with a team, counseling people, providing motivation, knowledge transformation.Much has been written on the various methods of recruiting and selecting staff, including how competencies, increasingly the building blocks of the recruitment and selection process, fit in.

The Iceberg Theory of Staff Selection

traditional recruitment and selection procedures. The competency based approach to recruitment and selection was considered important in the recruitment and selection stage. May 22,  · The Competencies of a Recruitment Consultant – Planning No surprise here for people who read my posts!

Planning is the key to being a.

Human Resources and Training

Competencies can underpin each stage of the selection process, from preparation of the job description and person specification to shortlisting, testing and interviewing.

(See Competency-based selection). Competency-based recruitment leads to a standardized or structured selection process since the same metrics are used to assess all applicants to the same position.

Competency-based recruitment provides clarity for the recruiters and candidates as well about the. Recruitment and Selection Process in the organization and its performance will increase.

Competency-Based Recruitment and Qualifications Standards

REFERENCES • K. Robert Wood “Competency-Based Recruitment and Selection” Tata alethamacdonald.comll Publishing Company Limited .

Competency in recruitment selection
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