Conducting Job Analysis Interviews
JOB ANALYSIS is a key component of Workitect’s competency-modeling process and is completed at the beginning Step 3…
interviewing
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Conducting Behavioral Event Interviews
STEP 3 – DATA COLLECTION A Behavioral Event Interview is a 1 to 1½ hour interview, in which…
Secondary Data Collection Methods
STEP 3 – DATA COLLECTION In addition to the primary data collection methods that were described in the previous…
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…
Competency-Based Succession Planning
For most employees, the potential to access other, oft-higher positions within an organization is a great incentive…
Talent Management: The Strategic Connection
There is one key element that defines the effectiveness of implementing competencies into a talent management system, and…
Better Hiring, Less Firing
Hiring employees is one of the most crucial decisions an organization or business owner will make. Compensation certainly…
The Cost of Higher Quality Decision-Making
How do successful human resource teams manage to do more with less, thus earning their respective title? Less…
Are Technological Advancements Undermining Your HR Processes?
With rapidly advancing technologies, the majority of industries are faced with the double challenge of 1) staying informed…
Your Competitive Edge Depends on Your Employees
The business of human resources is changing. Given the accelerated rate of turbulence in almost every aspect of…
Stakeholders involvement in the competency modeling process
There’s no doubt that for a company’s processes and tools to be cost-effective, senior management must be involved…
Modernizing competency models for millennials
Competency models are defined as blueprints of what an organization seeks from its workforce, based on its top-level…