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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. .A competency based approach to recruitment and selection of staff can help your organisation make it an effective and successful investment of time. Top What are competencies? A competency is distinct from competence.  A Competence may be defined as: A task. specific to a job. What is to be achieved. and evaluation of work demands and staffing are accurate. individual skills and abilities are matched to the requirements of the job. How the person should behave in order to achieve the objectives. money and expertise. managers and staff have the required skills and competencies. Such an approach will help ensure that:     the organisation is clear regarding the competencies and skill sets required by the job. 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.  Competency may be defined as: The behaviourally defined characteristics which underpin effective and/or superior performance across a range of tasks. selection processes encourage a good fit between individuals and their jobs.

Stereotyping .in understanding of the competencies required . relying on several points of reference/bases of information rather than one. o In the rating/ranking of candidate responses. May be evidenced by an assessor's tendency to leniency. harshness or assuming a central position to be reflected in a candidate's scoring rather than the candidate's actual level of competency. The Primacy and Recency effect .results in different assessors looking for and rating behaviours other than those specified by the competencies. abilities. First impressions .the tendency to select people who are like us in background. or operate as selffulfilling prophecies. .which then influences all subsequent judgements thereby colouring the view of the candidate's actual performance. 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. appearance.when an overall evaluation of someone is made .leads to a reduction in diversity and a loss of innovative potential within the organisation. experience. will most often allow for a better and clearer picture of a candidate's suitability for a position within your organisation.can cause us to prejudge in the absence of evidence. Cloning .when evidence brought out early in the process or towards the end of the process is weighted out of proportion to its significance. Inconsistency .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. personality and style .positive or negative . 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 .In recruiting and selecting staff.

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

rico. please contact RICO Last updated on January 17. Communities and Organisations. Top Resilient Individuals.com. 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. PO Box 1328. 2010 .au For comments or corrections on this page. WODEN ACT 2606 Phone: +61 2 6286 9314 or +61 421 159440 [Site Map] [Copyright] [Privacy] [Disclaimer] URL: http://www.The impact of these errors is further diminished through the integration of evidence taken from a variety of sources/reference points.

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