Competency based

Recruitment and Selection

Rahul Wani
Roll No. – 90
PGDM
COMPETENCY
• In general sense, competency is understood as the quality of being
adequately or well qualified physically, psychologically and
intellectually to perform a role/job/task/activity

• Universally accepted definition of competency is a cluster of

knowledge, skills and personal attributes that affects a major part of
one’s job that- correlates with performance on the job; can be
measured against well accepted standards; and can be improved via
training and development
RECRUITMENT
• The process of attracting people for the vacancy existing and
differentiating between them to find the right man for the job

• The recruitment process includes analyzing the requirements of a job,

attracting employees to that job, screening and selecting applicants,
hiring, and integrating the new employee to the organization
HIRING THE RIGHT PERSON
• Loss of productivity
• Frustration for coworkers and managers
• Career derailment for employee
• Countless hours of performance counseling and still in the end it will
result in resignation/termination
 Competency based
Recruitment and Selection
TEN STEPS OF COMPETENCY BASED
RECRUITMENT & SELECTION
 Developing Competency based Resource Planning: The thrust is on
what kind of competencies and at what proficiency each level is
required to man and manage a particular operation in highly optimized
manner

 Developing Competency Descriptions and Specifications: Based on

the outcome of resource planning, the competency descriptions are
developed. For example, competency set 1 may require a combination
of technical and analytical competencies and set 2 may require
leadership and strategic competencies
TEN STEPS OF COMPETENCY BASED
RECRUITMENT & SELECTION
 Developing Competency based Hiring Plan: The hiring plan must
contain details such as the kind of competencies required to be hired,
the target date by when such competencies are necessary, the
location and purpose of hiring, value addition to the business due to
such hiring etc.

 Developing Competency based Assessment Tools/Tests: The objective

of this step is to leverage competency assessment methods those
have already been established in an organization. Assessment
methods available must be validated in the context of hiring plans and
objectives
TEN STEPS OF COMPETENCY BASED
RECRUITMENT & SELECTION
 Developing Competency based Interviewing: Competency based
interview technique largely use situational based and unstructured
approach exploring the competency proficiency and passion of the
candidates and their linkage to positions on hiring plan

 Developing Competency based Selection Decision Criteria: It is

important in competency based recruitment and selection to train
managers who are given responsibility and authority to take selection
decisions. Organizations need to develop selection decision making
criteria, and ensure those standards are applied to all candidates in
equitable manner
TEN STEPS OF COMPETENCY BASED
RECRUITMENT & SELECTION
 Developing Competency based Selection Fitment Criteria: It is
important to place the candidates into right levels within an
organization. Fitment criteria should include details like competency
description of a role, various proficiency levels, benchmark scores etc.

 Developing Competency based Offer Management: It is important to

effectively communicate the candidates how the competency based
fitments and compensation works.
TEN STEPS OF COMPETENCY BASED
RECRUITMENT & SELECTION
 Developing Competency based on Boarding Process: On boarding
process should also be leveraged for driving competency culture and
behaviour in organizations

 Developing Competency based Induction Process: Organizations

should gain this opportunity to impress the new employees about
competency based human resource management approaches and
how it will positively impact their work life and career
ADVANTAGES
• Identify skills and characteristics needed to succeed in a specific work
environment
• Isolate competencies required for a given job
• Earmark relevant experiences necessary to have acquired these
competencies
• Clarify what candidates have learned from their experiences
• Determine whether candidates can explain what they have learned on
a given job and work environment
THANK YOU