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How to implement selection by competencies in your selection process and not die trying

Finding the ideal candidate to fill the job offered is a challenge for companies. Because you have to diving among the profiles of hundreds of people, and having the ability to locate a needle in a haystack: that candidate who has the hard and soft skills required to undertake the tasks of the position as effectively as possible. In this scenario, the selection by skills It is presented as one of the most powerful tools to overcome this challenge.

This methodology goes beyond the applicants' resume. It focuses on learn more about your skills and abilities, both those that have already been developed and those that have potential. To achieve this, there are some essential steps that help to effectively implement this selection system.

Table of Contents

Focus on key skills

Selecting by competencies is based on identifying and evaluating competencies and skills that are considered necessary to be able to successfully assume the tasks and responsibilities that make up a specific job. Logically, in the current environment, this not only implies technical skills, but is given special relevance to soft or interpersonal skills.

In order to make an adequate selection based on competencies, it is necessary to start defining the job. It has to be clear what it consists of, what tasks are part of it. Once Human Resources managers are clear about this, they can begin to define the key skills of the position.

The competency profile will determine the skills, knowledge, attitudes and behaviors that the person occupying a job should have, if they are expected to perform it successfully.

Alignment with the organization's objectives

For each job there is a competency profile, but this is not an isolated phenomenon, but rather it must be aligned with the organization's objectives. This is what explains why, for a similar position in two different companies, the requirements requested of candidates are not the same.

This happens because the new employee not only has to be competent in carrying out his or her responsibilities. Furthermore, you have to share the company's mission and values, since otherwise it will never fully identify with it and will not integrate as it should.

Let's think about the case of Coca Cola. The American company has made sustainability part of its business vision. Its objective is to continue being a world leader in the sale of soft drinks, while carrying out an activity that is increasingly sustainable.

If this company is looking for a new department director, it will need a person who has training and experience in team management, but also has good communication and leadership skills. These technical and interpersonal skills (and a few more) will be enough to do the job, but they do not guarantee that the new member of staff will identify with the vision of the business. On the contrary, if in addition to all these capabilities, a profile concerned with sustainability and the environment is sought, the possibilities of rapid and successful integration into the company multiply.

Seeking alignment with the company's objectives is especially relevant. Because an employee whose way of seeing and understanding life fits the culture of his or her employing entity, tends to be much more committed with this, more motivated and also more satisfied with their work.

Two others are derived from this phenomenon that have very positive effects. On the one hand, the company manages to retain talent and, on the other hand, employees grow professionally.

In this sense, selection by competencies not only contributes to finding the right candidate, but also accelerates your integration process into the new position, since it has the essential skills to assume its tasks from day one.

Objective and fair evaluation

As the importance of having diverse work teams has become clear, companies have realized that, for decades, they have been applying biases that have limited that diversity. Even when they thought they were being as objective as possible, They continued to leave certain groups out of their selection processes.

If an organization opts for competency-based selection, one of the first things it must be clear about is that it is embarking on a path that will lead it to finally leave behind biases in hiring. Because, in this case, what is done is a truly objective evaluation of the skills and competencies of each candidate.

By defining the competency profile, the recruiter is much clearer about what he or she is looking for, and will focus on it. Without going into assessing personal issues such as age, social origin, gender, race, etc.

This allows companies to achieve the diverse teams they crave, while giving candidates much fairer treatment, making a fair comparison between them and choosing based on objective issues.

By having clear evaluation criteria, recruiters make informed and informed decisions, which reduces the possibility of error and increases the probability of ending up hiring the person who was really the best fit for the position.

Continued development

Although there is talk of selection by competencies, the truth is that this process goes beyond recruitment. Once the chosen person has been integrated into the staff, it is necessary to make a monitoring your performance and development, as well as giving you feedback based on the competencies that have been evaluated throughout the selection.

This monitoring and feedback allow Identify new opportunities for professional development and growth for the employee, from which personalized training plans can be derived. In this way, the worker can promote within the company and contribute his talent and value to it for decades.

In a labor market where It is increasingly difficult to find the talent you need. It is especially important for companies to ensure that their turnover rate remains low and that their employees develop their full potential within them.

Why apply selection by competencies?

The competency-based selection process is somewhat more complex than the traditional recruitment system. If it is gaining more and more popularity, it is because a series of benefits derive from it for organizations.

  • Precision in selection. This system identifies and evaluates basic skills to fill a job. What is sought with this is a rapid adaptation of the new employee to their responsibilities, and reduce the risk that the integration is not adequate and the contract is terminated at the discretion of the company or the worker.
  • Performance prediction. Evaluating specific competencies allows us to predict with a fair margin of success what a person's performance will be like in the future. Consequently, those candidates are chosen who are known to be competent in carrying out their duties at the present time and in the future.
  • Efficiency in the hiring process. The criteria for hiring are clearly defined beforehand. Which facilitates comparison between candidates and decision making. Resulting in a more agile and efficient selection process.
  • Alignment with business objectives. As we have seen before, if the selection criteria also take into account the company's vision and values, there is a greater chance of hiring someone who also identifies with them and integrates better.
  • Reduction of hiring errors. Hiring errors are costly for companies in terms of time and money. With the competency-based selection process there is less chance of ending up hiring an unsuitable candidate, which represents savings.
  • Promotes professional growth. Once the candidate has been hired, they receive feedback on the skills that have been detected in them, with the aim of helping them develop professionally. This encourages motivation, productivity and loyalty.
  • Transparency and equity in the selection process. Since this is a totally objective procedure, there is greater transparency around it. Choosing one candidate over others is much fairer, because subjective biases are not being applied.

Selection by competencies is a strategy that allows companies to identify with a greater degree of precision the most suitable candidate to fill each position. By focusing on key skills, you can hire people whose performance will remain high in the future and who will align well with the company culture. The result is diverse, highly competitive and committed work teams. Although it is true that this selection process is a little more complex, all the benefits derived from it make it worth switching to it.

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