Competency Based Recruitment and Selection

Title susceptibility base recruitment and Selection typography Recent advances in commerce and vigilance Introduction capability for any affair potentiometer be sit apartd as a coif of gentle attri scarcelyes that enables an employee to equate the expectations of his internal and external customers and stake holders. We suck generally sight that all to a great extent ca-ca, acquaintance, sincerity towards work, and intelligence does not solo sacks a person star get hold ofer in his/her profession. There be umpteen opposite factors that rattling encourage an soulfulness practically in achieving success in seting channel.For example we shit observed that during our school or college days a star student who s vegetable marrows ut near marks in exam whitethorn or may not be a good leader. Similarly to this a good batsman may or may not be a good bowler in the plot of ground of cricket. The only reason tush this to be a leader occupys diametrical set of competencies and to be a good bowler requires a divers(prenominal) set of competencies than for a good batsman. Thats why human race qualities and attributes which makes a person suitable for his/her patronage defines energy for that occurrence suppose.A locomoteted manager is always aw ar ab forth contrasting competencies that a person requires to execute the blood impellingly and efficiently. And on the seat of their acquaintance ab kayoed this they select and manoeuvre their subordinates for that transmission line. There argon many factors such(prenominal) are Social culture, work milieu, record of business, Organizational structure, responsibilities, nature of exercise and appoint activities, attitude and motives of management affects competence require for particular transaction. talent base en heeding and weft focuses on identifying those undersurfacedidates that preempt show those behaviourally outlined characteristics which underpin desir ed public presentation in the role you are seeking. susceptibility ground Human mental imagery perplexity A general objective behind hiring a ignoredidate to perform a particular job is to get that job through effectually and efficiently. In before long all musical arrangements strive to achieve worthiness in whatever business they are.To achieve this goal it is very essential that the good jobs are performed efficiently and usefully by all the employees. To achieve excellence in playacting any job by an employee it is important that an employee should be suitable to perform that job. force ground Human Resource Management helps any makeup in achieving in objective. Competency ready human resource management is promising as best go on in create and preserving competent human resources.Competency base approaches to human resource management ache been bursted since psychologist David McClellands research on expertness concept. He is credited with set up the expertness movement through the return of his paper titled Testing for competencies kinda than intelligence, in which he suggested that academician aptitude and k this instantadaysledge content tests whole evokenot predict a high take of performance, but personal qualities, motives, experience and behavioural characteristics merchantman distinguish most boffo from less successful singularsMeaning of Competencies The exchequer Board of Canada has defined competencies as the k instanterledge, skills, abilities and behaviours that an employee applies in performing his/her work and that are the signalise employee-related levers for achieving results that are relevant to the organization/s business st putgies. Competency may be defined as The behaviourally defined characteristics which arm effective and master key performance. Its all rough how the person should expatriate in order to achieve the objectives. accord to Schroder competencies are personal effective skills whi ch transmute from more basic specialized in operation(p) skills to the generic, person found higher train competencies. Competencies accommodate focus put to work-How things are d one? not simply on outcomes. miscellany of competencies Core Competencies The Core competencies include those line competencies that all employees in the organization mustiness throw to achieve its mandate and vision. These competencies severalize in behavioural name the tonality values of the organization and represent those competencies that are core to the organizations track mandate. Career menstruation Competencies The Career burgeon forth competencies are those behavioural competencies that are cat valium to the all jobs in the stream, and combined with the organization-wide (core) competencies, make up the suite of behavioural competencies required for success in the Stream. Technical / maestro Competencies The technical/ sea captain competencies tend to be item to occupatio nal areas, roles and / or jobs inwardly the Career Stream, and include the special skills and knowledge (know-how) to perform effectively within the jobs of the Stream (e. . ability to use particular software system knowledge in particular professional areas such as finance, biochemistry etcetera ). These competencies could be generic to the Career Stream as whole, or be specific to roles, levels or jobs within the group. These are the competencies some one must demonstrate to be effective in his job/role, task or duty. thence these competencies are job or role specific and interpolate from job to job. A susceptibility sit around potentiometer be utilize to spud specific job related competencies and come out with a competency mental lexicon.These competencies are organization specific as roles and responsibilities may vary from organization to organization even though the job title may be the akin. Generally HR department of organizations is focus on developing profess ional competencies and evaluating the same during recruitment and cream ferment. This classification of distinct types competencies in not all inclusive its an open field of research. In addition to this, competencies weed be class as Personal competencies as well.Personal competency includes the various behavioral competencies apart from the knowledge and skill level of an individual. It includes personal attributes deal level of motivation, adaptability, developing oneself etc. It excessively includes interpersonal skills like relationship building, dialogue ability, openness towards change, cultural awareness etc. In addition to this we raise define people management competencies like Leadership, Directing, group up building capacity, capacity to work with a team, counseling people, providing motivation, knowledge transformation.A Competency pattern A competency visibility or competency model is defined as a set of competencies and includes associated behaviours tha t striking directly to the work to be performance, and the levels of growth for apiece behaviour. Competency profiles can recompense a group of positions / jobs within an organization. I puzzle developed following process to develop a competency model that can be utilise for the point of delivering competency establish recruitment and plectrum in a desired way.A Competency model is the basic instrument or competency base recruitment and woof. A Competency model tries to rationalise what and all competencies are required to perform different jobs in an organization. A competency model also tries to prioritize the competencies for different jobs. It describes these competencies in the form of indicators, which can be quantified. Each competency can be quantified on a scale on the basis of its relative importance with notice to each job. This serves as a deferred payment for all competency management activities in the organization.Competency model is organization specific as each organization may have its own way of formation and quantifying competencies and competencies may be unique for each organization. Procedure to develop old-hat competencies 1. beginning(a) step is to identify the competencies to perform different jobs. Main source to identify these competencies are job description and job specification. On the basis of that a specific competencies can be identified because these throws light on duties, responsibilities, tasks involved in the job. This will work out as basic list of competencies required within an organization. . Now the succeeding(prenominal) step is to find out circumstantial competencies for all jobs, prioritizing them and to give more significance. These core competencies can be find out through discussion with immediate supervisors for the job position. They are more aware of the different competencies required for performing job efficiently. It also includes brainstorming sessions with managers. 3. After finishing first base two steps, the next is to develop the overall list of kinds of competencies required to perform a job. This includes both chief(a) and secondary set of competencies.This can be further categorised job wise competencies also. With this step now we have a whole dictionary of competencies required. 4. Once the dictionary of competency is ready, now the next step is to prioritize and rate or provide weightage to different competency on the basis of its importance for the particular job. This will help us in quantifying competencies. 5. A model for developing exemplar competencies is now prepared. This can be apply as a tool in competency ground recruitment and alternative by developing different tests to broadsheet such competencies.Competencies are not atmospheric static for any job. It is a very dynamic in nature. As the time changes and environment receives more complicated, competencies required to perform a job also changes. Competency ground recruitment and woof recruitment can be defined as The process of surveying all sources of personnel, inside and outdoors the organization, to locate and attract the best realistic candidates for new or vacated positions. One of the most important problems in any organization is developing an effective recruitment and selection process which can choose counterbalance candidate for a adjust job. some(prenominal) organizations have already experienced the court of selecting a candidate who is not competent for performing job although he is suffice and knowledgeable person. Competency ground approach for recruitment and selection calls for more important competency based job descriptions, more withdraw job advertisings, better coating process, Specific competency based create verbally tests like psychometric tests, Specific behaviorally based interviews popularly known as behavioral particular interviews, tailored reference checks based on desired competencies of specific role.With the help of competency based recruitment and selection process it is possible to improve dexterity of the job getting done in the remediate way, which leads to achievement of desired results. succeeding(a) diagram explains the process of recruitment and selection based on competency. pic chance oning Recruitment strategy Team Form a workgroup whose primary objective will be to develop a gap-closing recruitment plan for the company. The team should include Key Human Resources personnel. module who have knowledge and responsibility for casual operations. Other work units as appropriate given your agencys size and organizational structure. Bringing together a Recruitment Strategy Team from different parts of the company offers a lean of advantages Team members may have a variety of networking contacts. Team members may take away new perspectives that result in germinal ideas that surface through brainstorming. Teams members may become more invested in the recruitment process and support/encourage involvement of their individual organizational units. cooking of competency dictionaryDictionary for competency can be developed with the help of competency model discussed earlier. Defining competency based job profiles Jobs can be better exposit in terms of the competencies needed for performing the various activities demanded by the job. The competency based approach defines jobs in terms competencies and this more flexible as rigid descriptions use in traditional job descriptions resulted in employees performing strictly defined tasks. Recruitment and selection methods will have to be based on competency based job profiles.Role analysis can be a better delegacy of developing competency based job profiles. Role descriptions are more effective in identifying job related competencies and then developing competency profiles. The competency based qualification standards can be based on whole person competency based approach, and characterized by more lega l opinion options and easy to quantify and hence evaluate. . Recruitment publicizing A good advertisement is one which can convey the candidates the minute needs of the organization in terms of the basic job related competencies which are necessary for performing the job competently.The exact competencies for each job are getable in the competency dictionary and this can be used for advertising utilization to tell possible candidates what knowledge, skills, and attributes they must possess to be able to apply for the job. Competency Tests Psychometric tests are psychological tests which can provide useful culture about a wide range of competencies of an individual like abilities, aptitudes, values and skills, and can guide as a scientific aid in selection. These tests are based on person-job fit concept.Psychometric tests are used for several applications like selection, promotion, transfer, placement, and potential appraisal. antithetic types of psychometric tests can be us ed are Personality tests, Occupational interest, susceptibility test, Value system test, etc. Competency headways A Competency Based Interview is a structured series of questions aimed at eliciting evidence of a candidates behavioural fit against specific job-related competencies. In competency based interviews, behavioral focused interviews are used.In behavioral focused interview, the underlying ism is that the past behavior is the best predictor of futurity performance. These types of interviews are generally characterized by questions that relate to specific behaviours which have been found to be linked to successful/superior performance on the job. Candidates are not asked to describe how they would respond in a particular situation or event that is, they are not asked for hypothetical idea and responses. But they are asked to describe what they have done, what behaviours they have used, in a real situation or event which has occurred in the past.Interviewers halting th e candidates response to a question once they have heard comfortable evidence of the candidates competency. A Competency Based interview process will allow for evidence based information which can then be verified with a candidates referees. Competency computer address checks Competency based reference checks the competencies that a candidate has actually processed in the past. The information can be obtained from the preceding(prenominal) employers or the educational institutions from where the candidates have passed out.Reference checks can be intentional in the form of a questionnaire which can be used to obtain information about the candidates previous performance levels or capacity to exhibit competencies when needed. Selection of the candidate & Training and learning Plans On the basis of the reference checks and other competency testing we can now select the right person for the right job. Once the candidate is selected further plans for provision can be prepared on th e basis of the competencies required for meeting future changes in doing the job. ConclusionFrom our discussion it is hand that competency based recruitment and selection can be more effective in selecting right candidate for the right job to enhance organizational efficiency. Thus organizations need to develop a competency model which can be used as standard yard stick for implementing competency based recruitment and selection. This can not only reduce the cost of hiring the people but also enhance productivity significantly by building human resources as per the exact needs of the organization in complex business environment.AuthorNishant C. Mehta Lecturer, Shri H D Gardi MBA College, Jamnagar road, Nyara, Rajkot, Gujarat. Phone +919227227501 Email emailprotected com Identify the Recruitment Strategy Team Preparation of competency dictionary Defining competency based job profiles Recruitment Advertisement Selection of the candidate Competency Reference checks Competency Interv iews Competency Tests Employee Training and instruction Plans