Are you looking for guidance on how to check references? A reference check during the hiring process is a great way to verify the accuracy of information provided by the candidate throughout the process. It also allows you to assess the candidate’s specific skills or competencies and to identify potential areas that may need development during onboarding.
Whether you are using an interview to evaluate the potential fit of a person for a job or using an assessment to rate someone’s performance in their current job, it is important to ensure that all raters are aware of the common errors people make when evaluating people’s performance.
Do you have questions about competencies? Like what is it and how is it different than a capability? or What is a competency vs skill? or How many levels should the thing have? or What makes for a good example behaviour? Well, good news! Find out the answers to these questions and more. We answer eight of the most common questions people ask about competencies.
Providing feedback to others allows someone to recognize what they have done well or what they can improve upon. By providing feedback you can help reinforce positive behaviour so that the person will continue the behaviour and become more confident while doing so. Feedback can also help others to identify actions or behaviours that can be improved and recommendations for how best to develop and to grow.
Is your competency initiative starting to lose momentum? Are you worried you will define competencies only for them to end up being stored in a binder or on the cloud?
There are many examples of competency models out there. What do the best ones have in common?
Throughout every phase of your competency project, communication is the cornerstone and is critical to the success of the competency project.
Implementing competencies into your HR applications may seem like an overwhelming process. However, with the right competency plan and project management, it doesn’t have to be.
By adding competencies to your HR programs, you are changing how the organization approaches the management of your people, so it is important to manage the people side of this change.
The cost of a bad hire can be as much as 3.5 times the annual salary of the position. Fortunately, you can take action to avoid these common hiring mistakes.