At its core, the goal of the recruitment process is to clearly define the requirements of a job, and then to next find and select the ideal candidate. Unfortunately, not all organizations understand and appreciate the value of a well-developed job description in their hiring and selection processes. Job descriptions play an integral role in hiring talent as they detail the duties, responsibilities, qualifications, and structure of a job. Ideally, they are objective and based on an understanding of required competencies and skills. To ensure that you are attracting the right talent, it is necessary to devise a concise and competency-driven job description before you commence with your hiring process.
When conducting an interview, job descriptions should provide the foundation for your interview questions. By incorporating competencies into a job description, applicants and/or current employees are made aware of the skills and behaviors required to successfully perform all job-related tasks. Interviewers are empowered to more accurately describe job requirements and pose questions that directly apply to these necessary skills and behaviors. HRSG’s CompetencyCore Interview Guide Builder allows the building of customized interview guides that can be saved for future use. Benefit from a proven, consistent and transparent interview process that effectively eliminates the potential for bias and subjectivity. This process also provides a significant benefit to job candidates in that they understand more accurately how suited they are to a position. Newly-hired employees are more likely to understand what is expected of them and better adapt to new challenges and opportunities.
With competency-driven job descriptions, you may not even have to look outside your organization to fill a position. Internal recruitment becomes easier than ever when you can map each employee’s competencies, strengths, and skills gaps. Easily note which employees are qualified based on the required competencies for each job, and which will require the least training to move into another position. What a great way to save time and money on external hiring costs!
Any competency/skill gaps within your organization can be readily filled through effective selection, empowering you to make the right hiring decisions. Importantly, core competencies are easy to incorporate into your interview process. While not specifically pertaining to job descriptions, these competencies that are based on key values, such as teamwork and initiative, apply to everyone in your organization. Competencies clearly communicate your organizational direction and employees can now see how they fit into the big picture and whether their values align with those of your organization.
The easiest and most effective means to incorporate competencies into your job descriptions is to use HRSG’s CompetencyCore Job Description Builder, and to then use our Interview Guide Builder to continue the process.
Want to know more about incorporating job descriptions into your hiring processes? Contact us today!