The hiring decision assesses the candidates' professional knowledge to perform the job, whether they have the functional and technical skills required for the job and the general attitude of each individual. Selection by competencies allows the identification of profiles that possess the ideal characteristics to carry out the tasks of a role and assume the responsibilities that derive from it.
Competency-based systems can be integrated throughout the various cycles of the recruitment and selection process. The benefits of doing so range from eliminating bias in the recruitment process to lowering employee turnover rates.
Want to make sure you have the information you need to make smarter recruitment decisions? Then you need to move towards a competency-based selection approach.
What are the advantages of competency-based selection?
A competence is defined as the ability to do something successfully or efficiently. Competency-based selection takes into consideration all aspects that objectively contribute to achieving this goal for each vacant position in the company.
Opting for competency-based selection is a source of benefits, as the following statements demonstrate:
- Competency-based recruitment models eliminate bias. The interviews and the competence-based qualification allow recruiters and hiring managers to focus on finding similar behaviours that are considered successful for the candidate, regardless of their knowledge, skills and demographics.
- Competency-based systems provide a consistent recruitment process.. Did you know that structured interviews are 81% more accurate than unstructured interviews? Did you know that a bank of competency-based interview questions can facilitate the recruitment process the next time a post needs to be filled? From time to time you will need to update the questions to reflect the role and skills you will need in the future, but the use of consistent competencies will help to ensure that you have the right skills for the job. serves as a reference point to evaluate candidates and find the best ones.
- Competency-based selection systems help predict future performance. Core competencies are identified for specific roles by assessing past or current employees who were or are successful in that role. Through performance management, incidences, decisions and actions are evaluated to find core competencies that are then integrated into a predictive model to inform the recruitment and selection process. This model, called a logistic regression model, is used to identify other candidates or employees who possess the key competencies. This information is not only used in the recruitment and selection process, but later in the talent lifecycle, in career planning and resource allocation.
In addition to the advantages, competency-based selection is notable for providing data that can be used to provide feedback to candidates. after the selection process, when they have already joined the workforce. Competency-based systems therefore reduce employee turnover by increasing employee satisfaction and by increasing the number of new employees. improving the quality of recruitment.
