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Competency Toolkit

Blog Post: Recruiter Competency 2 - Candidate Search: How a recruiter searches for a candidate can be the difference between a placement and going home empty handed. In this article, we take a deeper look at what "candidate search" as a…; Added by Sanjeev Sarma at 2:02am on April 4, 2012

Comment on: Blog Post 'Four Key Steps to Develop Future Leaders': nt position. Competencies and values also need to be considered as oftentimes the competencies that make one successful in their current role are not adequate for the jump to the next level. How many times have you seen top performing sales reps. fail when they are promoted to manager? It happens all the time. (I know this is at a lower level than this specific discussion, but is a relevant example as it happens at all levels within organizations.) Each role in a company has it's own set of competencies, and there is a need to identify the competencies that are required at the next level and compare them to the competencies of the candidates being considered for succession to determine where their strengths and opportunities to grow are. Once the growth opportunities are identified, specific training can be implemented to improve in those competencies in order for the candidate to move into the new role. For instance, Confronting Direct Reports, Managerial Courage, Directing Others, and Informing are all competencies that can be identified from your second point. In your third point the competencies would be Managing and Measuring Work, Managing Through Systems etc. As a part of employee retention meetings, a couple keys to higher retention rates that high potentials share which must be capitalized on, are the need to be challenged and encouraged to grow, and the need for meaningful work.…; Added by Tony Crisci at 5:16pm on July 30, 2009

Blog Post: Competency Test: Hi!

Can anyone help me with Competency based test for the recruitment. I am looking to have a test to identify pro activeness, accomplishment and comprehension.

Regards; Added by Maryam at 2:30am on June 7, 2009

Blog Post: What exactly are ‘communication skills'?: It has to be one of the most clichéd lines in job descriptions and hence, recruitment advertising - the request for ‘excellent communication skills'.

It is omnipresent in today's…; Added by Ross Clennett at 3:15pm on December 3, 2009

Comment on: Blog Post 'How to Prepare for a Topgrading Interview': Jonathan, Please see my earlier blog on performance vs. competency based interviewing, on this page: http://www.recruitingblogs.com/profiles/blogs/performance-vs-competency-a; Added by Mark Bregman at 4:22pm on January 7, 2011

Photo: Bird Catching Requires -- Opportunity, Timing & Skill -- Ask Any Competent Recruiter: Photo by Keith Carter; Added by Valentino Martinez at 9:48pm on December 17, 2012

Comment on: Blog Post 'Ageism - Recruiters, Are You Just Being Politically Correct?': r age, gender etc. Employers wants high performers. High performance at work is not a factor of age. High performance at work is a combination of technical skills, behavioural competencies and motivation. ALL recruiters and hiring managers should focus on these three components of a person they are interviewing and not their age.…; Added by Ross Clennett at 6:18pm on July 28, 2010

Comment on: Blog Post 'Has HR Traded Do'ers for Managers?': idated to survive the economic downturn, this smaller workforce will become normalized. I'm curious to see if companies reinvest in internal competencies and talent when the economy swings back. Charles, just to clarify a bit, I don't believe that lack of competencies are driving outsourcing, but rather that outsourcing is driving lack of competencies... not sure how pertinent that distinction is, but thought I would mention it.…; Added by Jason C. Blais at 9:42am on November 20, 2010

Comment on: Blog Post 'Got an interview? Take a different approach!': stories gets the offer. Your strategy cuts to the chase and gets both parties focused on the business at hand. Just curious how you do your matching between the candidate and the job description. I occasionally coach folks in job transition and use a job competency schema to assist in framing their job search. They first go through a brief 10 minute exercise to determine their personal competency model. The exercise helps them get their mind around the importance of knowing their strengths. From there, I show them how to determine which competencies are the most critical for the position, based on a step-by-step deconstruction of the job description. Ideally, there is a strong match between the two. I was just wondering if your system was competency-based or some version thereof. Thanks. Mitch Byers, author of InterviewRX and SalaryNegotiationsRX www.interviewrx.com…; Added by Mitch Byers at 10:40pm on July 29, 2008