A competency model is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that jointly define successful job performance. They are measurable skills, attitudes, or attributes that can be closely aligned to organisational strategy.
We help you to build your competency model and match specific people to specific roles and identify the behaviours that will be needed to achieve long-term strategic goals.
Competency models are widely used in business for defining and assessing competencies within organizations in both hard and soft skills. They represent a key component of recruitment and hiring, as well as talent and performance management activities of HR departments.
Job descriptions are an essential part of hiring and managing your employees. We help you to write job descriptions that will ensure your applicants and employees understand their roles and what they need to do to be held accountable.
Job descriptions also:
- Help attract the right job candidates
- Describe the major areas of an employee’s job or position
- Serve as a major basis for outlining performance expectations, job training, job evaluation and career advancement
- Provide a reference point for compensation decisions and unfair hiring practices
Behavioral Event Interviewing (BEI) is a technique that asks the candidate to describe a situation or an experience they had in a previous job. Responses may not be as polished as the traditional type of question because they cannot be rehearsed ahead of time. Nonetheless, the interviewer gathers valuable information from experiential responses because past performance predicts future performance.
We help you to understand how to use this technique in fine-tuning your selection process.
We offer a range of on-line and customised assessments.
A competency-based assessment is a process that determines whether a person meets the standards of performance required by a job. These meet the need to develop and utilise selection and assessment methods that are job relevant, culture-fair, transparent and also practical.
The assessments are also often used with relevant workshops (e.g. Influencing Styles)
We help you with developing customised assessment and development centres to match your in-house competencies and performance identification needs.
Assessment centres assess candidates suitability for the job through various tasks and activities, allowing employers to test skills that aren’t necessarily accessible in a traditional interview.Assessment centres are one of the most reliable needs for assessing candidates and high-potentials in a leadership pipeline.