HOW TO APPLY THE Job's COMPETENCES TO THE SELECTION PROCESS?

HOW TO APPLY THE Job’s COMPETENCIES TO THE SELECTION PROCESS?

There is a difference between the mere description of the position and the management by competencies.

People shouldn’t occupy a job position, but domain a series of competences.

We use new techniques in order to evaluate them. When a selection process aims to measure the skills and the knowledge, it is relatively easy; however, when what you desire to evaluate are the conducts, everything gets more complicated. This is what will try to solve in this part of the book. As it is easier to evaluate the knowledge, many companies cover only this aspect when hiring personnel and then have problems. If the company works by competences it is necessary to interview and select in function to them.

Therefore, an adviser should know the competences required by the position in the company and if he/she is specialist in human resources, he/she should keep in mind the competences of this area in particular.

First step: detecting the key competences:

  • The vision and the mission of the company
  • The objective of the business and the action plan
  • The high direction vision
  • The company’s culture and its style
  • The required competencies

Second step: detecting on the candidate the key characteristics that have a casual relation with a superior development at work.

Third step: using new tools:

  • New interview format
  • Competences manual
  • Group dynamic

Fourth step: making a follow up of the behaviour of the competences observed in the selection.

Why four steps? Because the main objective of the companies when they adopt the competences model is to make the company competitive; the model shouldn’t be interpreted only as a development program for the human resources.

 

[Interview] [Content Map - PART I] [PART II] [Science & Art] [Preparation] [1st 60 Sec] [40 Education ?] [72 Work Goals ?] [57 Adaptability/?] [30 Adaptability ?] [80 Personality ?] [192 Capacities ?] [24  Common Sense ?] [32 Money & Goals ?] [10 Final?] [50 Must Answers...] [40 Personnal?] [Take Notes] [Competency Interview] [WHAT IS A Job COMPETENCY? What is a competence?] [PRACTICAL EXAMPLES of competencies for given jobs.] [WHO DEFINES THE Job’s needed COMPETENCIES?] [HOW TO APPLY THE Job's COMPETENCES TO THE  SELECTION PRO CESS?] [PROFILE OF THE POSITION BY COMPETENCIES] [HOW IS AN INTERVIEW BY Job COMPETENCY Done?] [THE COMPETENCES AND THE SELECTION PROCESS] [Job Interview ?] [Job Interview ?] [COMPETENCIES] [Other Great Sites] [Site Map]