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Course Overview Organisations need to attract and select the most competent and promising individuals. Competence is all about being able to do a job well, and showing potential to grow and develop within the business. Organisations which have developed competency frameworks need to make the most of their use in recruitment. Otherwise, people may find that although their performance is being managed against one set of criteria, they are selected on the basis of something different. However, competency-based recruitment isn't simply a case of substituting one list of requirements for another. It means changing the way we think about recruitment and possibly using different selection tools. This course focuses on how to express competency requirements, attract people who meet those requirements and then select the candidates who are the most competent or have the potential to be so. Audience Personnel and development managers and recruitment specialists who need to understand the competency-based approach and incorporate it into their selection methods.Intermediate level course - some previous experience of the subject is assumed. Skills Gained By the end of the course you will be able to: - assess the advantages and limitations of a competency based approach to recruitment
- structure and present an argument to persuade reluctant others to adopt a competency-based approach
- define competency requirements in a way that can be used in recruitment
- design an interview framework based on competencies
- search for, recognise and judge evidence of competence in an interview
- structure an assessment centre based on competence.
Course Outline Day 1 The competency-based approach - what competencies are and why the approach is needed
- what difference it may make to the way you attract and select staff
Competency frameworks - examples of competencies
- links to the business, the culture and HRM/HRD systems
- framing your competency framework for recruitment purposes.
Day 2 The recruitment process and competencies - advertising for competent people
- designing your selection processes
- bias, stereotyping and gender issues
Assessment centre design - how to select or create competency-based assessments
- identifying potential
- identifying, recording and judging evidence of competence through exercises
Competency-based interviewing - identifying, recording and judging evidence of competence through questioning
Action planning - planning the next steps to implement a competency-based recruitment approach
- framing a persuasive argument for a competency-based approach to recruitment.
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