WHAT IS RECRUITMENT?
Recruitment is…The process of attracting people for the vacancy existingand differentiating between them to find the right...
The Recruitment ProcessVacancyConcerned dept sends MRF to HRHR advertises and gets resumes for desired postHR sends CVs to...
Selected resumes are called for interviewAfter various interviews, selected candidate is giventhe offer letter
Hiring the right person is important Loss of productivity Frustration for coworkers and managers Career derailment for ...
One method to ensure that the right person is selectedfor the right job is Competency Based RecruitmentIt focuses on ident...
What is competency?An underlying characteristic of a person in that may be amotive, a trait, a skill, an aspect of one’s s...
Knowledge + Skills +Attitude +Personal Characteristics=Competency
Types of CompetenciesCompetenciesTechnical Knowledge Behavior InterpersonalCritical to What candidatessuccess know & how t...
Competencies…Lets make a list!
HOW? Position Description Discussions with Dept Heads, Managers, Supervisors Incumbents Focus groups Make a list and ...
An Example-Programmer Analyst Designs applications, significant subsystems, and/orcomplete individual programs Identifie...
 Designs applications, significant subsystems, and/orcomplete individual programs Identifies alternative implementations...
THE INTERVIEW
A Conventional Interview Questions are not designed systematically and not properlystructured Seldom equipped with forma...
 The minute he walked in…he just looked like amanager Handshake…he is not confident He smiles too much…for his own good...
Competency Based Interview A behavioural-based interviewing process designed toprovide employers with specific data that ...
The CBT will be conducted as follows… Introductions Brief discussion of job Competency based interviewing Validation o...
The STAR Approach Situation in which you were involved Task you needed to accomplish Actions you took Results you achi...
Competency Based Interviews precludes notions is based on the assumption that “Past Behavior is anindicator of Future Be...
Example-HR Manager Competency-ability to recruit & interviewcandidatesQ-Describe a time when you had a position open for ...
Common mistakes avoided… Halo or Horns effect Cloning Inconsistency First impressions Primacy & Recency approach Ste...
Comp. Based Int. enables you to… Identify skills & characteristics needed to succeed in aspecific work environment Isola...
Other methods of CBR Work Sample Tasks Group Discussions Tests Application Form
However… No diversity-same mindsets Some positions require too much emphasis ontechnical skills
To sum up… It is essential to get the right man into the right job Cost of an unsuccessful expense is one organizationca...
Thank You!
Competency based recruitment
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Competency based recruitment

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Competency based recruitment

  1. 1. WHAT IS RECRUITMENT?
  2. 2. Recruitment is…The process of attracting people for the vacancy existingand differentiating between them to find the right manfor the job
  3. 3. The Recruitment ProcessVacancyConcerned dept sends MRF to HRHR advertises and gets resumes for desired postHR sends CVs to HOD for scrutiny
  4. 4. Selected resumes are called for interviewAfter various interviews, selected candidate is giventhe offer letter
  5. 5. Hiring the right person is important Loss of productivity Frustration for coworkers and managers Career derailment for employee Countless hours of performance counseling and in theend resignation/termination
  6. 6. One method to ensure that the right person is selectedfor the right job is Competency Based RecruitmentIt focuses on identifying those candidates that canevidence those behaviourally defined characteristicswhich underpin successful performance in the role youare seeking to fill
  7. 7. What is competency?An underlying characteristic of a person in that may be amotive, a trait, a skill, an aspect of one’s self-image orsocial role, or a body of knowledge which he or she uses
  8. 8. Knowledge + Skills +Attitude +Personal Characteristics=Competency
  9. 9. Types of CompetenciesCompetenciesTechnical Knowledge Behavior InterpersonalCritical to What candidatessuccess know & how theythink
  10. 10. Competencies…Lets make a list!
  11. 11. HOW? Position Description Discussions with Dept Heads, Managers, Supervisors Incumbents Focus groups Make a list and classify according to category
  12. 12. An Example-Programmer Analyst Designs applications, significant subsystems, and/orcomplete individual programs Identifies alternative implementations or strategiesand weigh the impact of each Must be able to work as a member of the team Experienced in C++ Capable of learning new ideas quickly able to develop software of the highest quality in ahigh pressure envt with other team members Able to meet deadlines Experienced with complex modules/systems
  13. 13.  Designs applications, significant subsystems, and/orcomplete individual programs Identifies alternative implementations or strategiesand weigh the impact of each Must be able to work as a member of the team Experienced in C++ Capable of learning new ideas quickly Able to develop software of the highest quality in ahigh pressure envt with other team members Able to meet deadlines Experienced with complex modules/systemsTECHNICAL KNOWLEDGE BEHAVIOUR INTERPERSONAL
  14. 14. THE INTERVIEW
  15. 15. A Conventional Interview Questions are not designed systematically and not properlystructured Seldom equipped with formal guidelines regarding systemof rating/scoring the interview No standard format, therefore process of interviewing cango in any direction Low reliability and validity Susceptible to bias & subjectivity
  16. 16.  The minute he walked in…he just looked like amanager Handshake…he is not confident He smiles too much…for his own good I know…gut feeling…I can tell He is taller than me
  17. 17. Competency Based Interview A behavioural-based interviewing process designed toprovide employers with specific data that allows themto predict future job related behaviour Questions will evolve around personal experiences ofthe applicant and practical work related questionsdesigned around specific and pre-determinedcompetencies Standard scoring system which refers to behaviourindicator
  18. 18. The CBT will be conducted as follows… Introductions Brief discussion of job Competency based interviewing Validation of technical/functional skills wherenecessary Interviewee’s opportunity to ask questions Close out
  19. 19. The STAR Approach Situation in which you were involved Task you needed to accomplish Actions you took Results you achieved
  20. 20. Competency Based Interviews precludes notions is based on the assumption that “Past Behavior is anindicator of Future Behavior” Decisions are made on facts Structured, job specific, focused on concrete andintangible competencies
  21. 21. Example-HR Manager Competency-ability to recruit & interviewcandidatesQ-Describe a time when you had a position open for anunreasonably long period of timeQ-Tell me about a time when you hired someone wholater didn’t work out Competency-ability to develop & maintain up todate job descriptionsQ-Describe your responsibilitiesQ-Tell me about a time when you had difficultydeveloping a job description
  22. 22. Common mistakes avoided… Halo or Horns effect Cloning Inconsistency First impressions Primacy & Recency approach Stereotyping Prejudice
  23. 23. Comp. Based Int. enables you to… Identify skills & characteristics needed to succeed in aspecific work environment Isolate competencies required for a given job Earmark relevant experiences necessary to haveacquired these competencies Clarify what candidates have learned from theirexperiences Determine whether candidates can explain what theyhave learned on a given job & work environment
  24. 24. Other methods of CBR Work Sample Tasks Group Discussions Tests Application Form
  25. 25. However… No diversity-same mindsets Some positions require too much emphasis ontechnical skills
  26. 26. To sum up… It is essential to get the right man into the right job Cost of an unsuccessful expense is one organizationcant afford Competencies can be developed; it is important toassess the learning ability Gives the organization a tool to evaluate knownquantities and see them in a different light, andevaluate their ability to make effective contribution tothe organization
  27. 27. Thank You!
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