The world of work is changing like never before. As people learn to navigate this new world, certain skills or competencies have become especially important for both the organization and the individual to succeed.
Using behavioural-based interviews to find the right and best talent may seem overwhelming. It doesn’t have to be. By following our four-step approach, you can ensure that your interview process is a breeze.
One of the most used hiring tools is the interview. The best type of interviews are structured interviews, where candidates are asked the same questions in the same order that are scored using a standard rating scale. Information collected through a structured interview can help you to make reliable, valid, and legally defensible hiring decisions.
In order to thrive, organizations need to take the time to define the competencies or skills needed for success across all roles. By describing it, you can measure it and make better hires, onboard people, manage their performance, and help them to learn and to grow while navigating their own career paths.
As the world of work continues to evolve, providing employees with the learning opportunities and helping them to develop the skills they need to succeed has become even more important. A key anchor for any learning and development program is competencies. Competencies define those essential behaviours people need to succeed.
Does your company have defined values? Do you find it hard to reinforce these values and encourage your people to live and breathe them?
One common mistake that people make is they try to identify the competency or skill profiles for the entire organization at the same time. We recommend starting with a pilot group so that you can tailor the process to your needs and optimize it as you go.
So you have decided to define the key competencies or skills needed for successful performance across your different roles. Now, you are wondering what you should do with your leadership roles because leaders often require a completely different skill set than those technical experts or specialists.
In Part 2 of FAQ about competency profiling, we answer 3 more of your most common questions.
This week, we answer more of your frequently asked questions on all things related to how to structure and create a competency.