Keys to competency-based selection in Human Resources

Competency-based selection has become a vital tool for HR departments in an environment where the talent crisis has become one of the biggest challenges facing organizations.

Discover how competency-based selection can transform your hiring process and raise the quality of talent in your company.

When applying a competency-based selection When applying a competency-based selection, human resources managers focus on the professional skills and capabilities of candidates, beyond their academic credentials, to identify those who are best equipped to perform in a specific position.

One of the biggest advantages of implementing a strategy based on competency identification is that through it, HR managers can ensure that new employees are not only qualified, but also aligned with the company’s culture and objectives. The evaluation of competencies is also one of the keys to the development of talent and the detection of new skills in the employees that make up a company.

Define relevant competencies

In order to establish a strategy that allows the competency assessment to be correctly defined, it is necessary to focus on the skills that will be most relevant. In some cases, more value will be placed on experience, in others on skills or knowledge, while for other companies, depending on their needs, it will be more important to focus on the way of being or on experience, both for new candidates and for employees already working in the organization.

Keys to competency-based selection in Human Resources

The goal is that, based on data, HR departments create competency profiles that allow for a 360-degree assessment. The fact is that competency-based selection makes it possible to carry out a performance performance evaluation and capabilities of people.

The key to establishing such a strategy is that the human resources manager can focus on analyzing whether, for example, a candidate who is applying for a certain position has the necessary qualities to perform that job.

This competency analysis makes it possible to identify candidates with skills that are in line with the company’s objectives and culture. In this way, the company can determine that the new candidate will adapt to the company’s culture, which will improve both productivity and the work environment.

Use reliable evaluation tools

Successful competency-based recruiting requires the right tools and solutions to conduct a complete and successful potential assessment. Platforms such as BesTalent by aggity, developed to optimize and deploy a talent management and HR strategy, are essential to map competencies, obtain a correct assessment of potential or establish competency profiles.

Thanks to the use of such a solution, which makes use of technologies such as artificial intelligence, automation and analytics, the HR department can better develop its functions since it has at its disposal information as an objective basis for decision makingThe company has been able to put itself at the same level as other operational departments.

Evaluate in an objective and consistent manner

Evaluate in an objective and consistent manner

In the end, these tools are intended to detect key competencies that allow them to evolve and improve the productivity of the business. Thanks to them, more standardized selection processes can be established. Thus, when competency-based interviews are being conducted, subjectivity in the evaluation of candidates is reduced by defining clear evaluation criteria and scales that ensure an objective and consistent evaluation.

Consider cultural adjustment

Finally, it is not only necessary to focus on technical competencies or behavioral competencies, but it is also essential to consider cultural fit when making a competency-based selection. It is not just a matter of finding the most competent candidates for a given task, but also of selecting people who fit with the company’s culture and values.