Hiring new employees is often a balance between choosing individuals with the hard skills and knowledge to perform well in a role and the personality and behavior to fit well into a company. Traditionally, recruiters create a profile of who they are looking for, and match potential candidates against that profile. Unfortunately, this process heavily focuses on technical skill and formal learning, often overlooking competencies such as attitude and behavior patterns, which can be equally as important.
Competencies show not only what an employee can do but also how and how well they utilize the resources at their disposal (tools, skills, knowledge) to complete their jobs. Using a competency framework as part of the recruitment process allows you to streamline this process by identifying those factors and therefore making better hires.
How competency frameworks streamline recruitment
Improving Interview Accuracy
Competency frameworks allow you to set up a structured interview, in which recruiters use standardized behavior-based questions to determine how candidates handled previous situations or theoretical ones. This allows you to score individual candidates based on how well they respond, which is more successful in predicting the candidate’s future behavior than using unstructured models.
This does mean using a competency framework to identify role-based competencies for the position you’re hiring for, but improves the accuracy of hires for both current and future roles. Creating a competency framework normally involves reviewing existing employees to identify which factors make them successful in a role – including their behavior, decisions, and actions – alongside technical skills and knowledge.
Improving Candidate Feedback
Identifying and using competency frameworks allows you to create and offer clear and rational responses when refusing candidates. This works to improve the overall hiring process by giving candidates something for their time while helping recruiters to better define what they are looking for based on clear reasons specific candidates are not suited for the position.
Hiring employees whose behavior does not fit into a specific role often results in high levels of turnover. For example, hiring an experienced person with the right technical skills for a role does not make them competent or happy in that role if they are traditional and prefer to move slowly while the role requires a fast-paced and fast-adapting candidate. By identifying the specific behavior competencies that help candidates to excel in a role, you can improve job satisfaction as well as performance.
Looking for specific behavior parameters on top of technical skill and knowledge improves the effectiveness and efficiency of candidate selection – therefore reducing total costs. Competency-based recruitment is results oriented and measurable, allowing you to create a direct return on value in the recruitment process.
Competency frameworks give recruiters a framework of what success looks like in a role, allowing them to map candidates to behavior rather than looking for a generic profile. This, in turn, speeds up the recruitment process, allows better personality and behavior matching, and increases the chances of a good fit.