The cost of a wrong hire: Competencies to the rescue
When it comes to the recruiting and hiring process, technical knowledge, education and experience, while important initial screening criteria, are not the elements that distinguish between average and superior performance. [...]
Looking for great talent? Competencies may be your best ally
The primary mission of HR professionals focuses on four distinct objectives: Finding great talent Minimizing the learning curve to productivity ratio Maximizing employee engagement Reducing voluntary turnover (employee retention) These [...]
Using Competencies To Enhance Employee Performance
In the late '90s, the American Compensation Association (now WorldAtWork) sponsored a research study titled “Raising the Bar – Using Competencies to Enhance Employee Performance”. The results were published in [...]
Build Models With Input From Job-Holders
SECONDARY DATA COLLECTION METHODS Observation of Job Holders Observation of job holders can be helpful in developing competency models, if a limited duration of observation will permit observing highly effective [...]
Secondary Data Collection Methods
STEP 3 - DATA COLLECTION In addition to the primary data collection methods that were described in the previous sections, there are several other data collection methods that may be useful [...]
Conducting Behavioral Event Interviews
STEP 3 - DATA COLLECTION A Behavioral Event Interview is a 1 to 1½ hour interview, in which the interviewee is asked to provide highly detailed accounts of how he/she [...]
Using Resource / Expert Panels to Build Competency Models
A Component of Step 3 of Workitect's Model-Building Process. A Resource Panel is a three to six-hour facilitated meeting with an agenda that is similar to, but broader than, the one [...]
Conducting Job Analysis Interviews
JOB ANALYSIS is a key component of Workitect's competency-modeling process and is completed at the beginning Step 3 - DATA COLLECTION. Job Analysis Interviews are usually conducted with capable [...]