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Competency Based Recruitment and Selection
Recruitment and selection of appropriate staff is one of the most important and costly investments an organisation can make. RICO Training, Processes & Strategies can help maximise the outcomes of your investment through:
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design and facilitation of processes to elicit role based competencies required by the organisation; design of the checklists for behavioural indicators of those competencies; selection, design and facilitation of a range of tools and indicators for the Selection process; design and facilitation of assessment centres; training of interviewers and assessment centre facilitators/assessors.

Outcomes of a Competency Based approach | What are competencies? | What is Competency Based Recruitment and Selection? | Common Mistakes a Competency Based Approach helps avoid | Competency Based Interviewing | Competency Based Referee's Report

Outcomes of a Competency Based approach to Recruitment and selection

function or role. managers and staff have the required skills and competencies.  Competency may be defined as: The behaviourally defined characteristics which underpin effective and/or superior performance across a range of tasks.A competency based approach to recruitment and selection of staff can help your organisation make it an effective and successful investment of time. Such an approach will help ensure that:     the organisation is clear regarding the competencies and skill sets required by the job. Top What are competencies? A competency is distinct from competence. How the person should behave in order to achieve the objectives. Competencies naturally cluster into three groups:    Cognitive (thinking) Affective (feeling/relating) Conative (acting) Top What is Competency Based Recruitment and Selection? Competency based recruitment and selection focuses on identifying those candidates that can evidence those behaviourally defined characteristics which underpin successful/superior performance in the role you are seeking to fill. money and expertise. selection processes encourage a good fit between individuals and their jobs. individual skills and abilities are matched to the requirements of the job.  A Competence may be defined as: A task. and evaluation of work demands and staffing are accurate. What is to be achieved. specific to a job. .

experience. Cloning .results in different assessors looking for and rating behaviours other than those specified by the competencies. Below are listed several types of reference points         Application Form Competency Based Interview Competency Based Referee Report Work Sample Tasks Group Discussion Verbal Comprehension Test Numerical Computation Test Customer Contact Styles Questionnaire. First impressions . .leads to a reduction in diversity and a loss of innovative potential within the organisation. personality and style .which then influences all subsequent judgements thereby colouring the view of the candidate's actual performance. Stereotyping .positive or negative . abilities.when evidence brought out early in the process or towards the end of the process is weighted out of proportion to its significance.In recruiting and selecting staff. appearance. The Primacy and Recency effect .the tendency to select people who are like us in background.when an overall evaluation of someone is made .when the impact of a first encounter with a person (written or face to face) is such that there is a positive or negative judgment of all subsequent results in the selection process through disregard or colouring of the actual information.in understanding of the competencies required . o In the rating/ranking of candidate responses. harshness or assuming a central position to be reflected in a candidate's scoring rather than the candidate's actual level of competency. May be evidenced by an assessor's tendency to leniency. Inconsistency . or operate as selffulfilling prophecies. Top Common Mistakes a Competency Based Approach helps avoid A competency-based approach to Recruitment and Selection will minimise the likelihood of error due to:       The Halo or Horns effect . relying on several points of reference/bases of information rather than one.can cause us to prejudge in the absence of evidence. will most often allow for a better and clearer picture of a candidate's suitability for a position within your organisation.

30 minutes. more probing question being asked to elicit specific evidence where candidates do not provide an appropriate level of response to the scripted initial question. o do not ask the candidate to describe how they would respond in a particular situation or event . regardless of the information available. Interviewers taking notes of candidate's verbatim responses which will be classified later to indicate evidence. These types of interviews are generally characterised by:       Candidates being asked the same or very similar questions. Top Competency Based Interviewing A Competency Based Interview is a structured series of questions aimed at eliciting evidence of a candidate's behavioural fit against specific job-related competencies.when the extent of stereotyping is such that it leads to a negative evaluation of a person in most cases. A Competency Based interview process will allow for evidence based information which can then be verified with a candidate's referees Top Competency Based Referee's Report Using the same Competencies. eg. A second. they do not ask for hypothetical thinking and responses from the candidate. Prejudice . Each interview being time limited and lasting for the same amount of time. in a certain situation or event which has occurred in the not too distant past. or lack thereof. Interviewers halting the candidate's response to a question once they have heard sufficient evidence of the candidate's competency.that is. of the desired competencies. o ask the candidate to describe what they have done. what behaviours they have used.. Other sources of information to inform decision making about candidate suitability: . questions relating to evidence of the candidate's capacity in each area are asked of their referees. Questions that: o relate to specific behaviours which have been found to be linked to successful/superior performance on the job.

au For comments or corrections on this page. These reference points may be provided by a range of tools including the following:         Application Forms Competency Based Interview Competency Based Referee Report Work Sample Tasks Group Discussion Verbal Comprehension Test Numerical Computation Test Customer Contact Styles Questionnaire.com.rico.The impact of these errors is further diminished through the integration of evidence taken from a variety of sources/reference points. Top Resilient Individuals. WODEN ACT 2606 Phone: +61 2 6286 9314 or +61 421 159440 [Site Map] [Copyright] [Privacy] [Disclaimer] URL: http://www. Communities and Organisations. 2010 . PO Box 1328. please contact RICO Last updated on January 17.