Competency-Based Approaches to Recruitment and Selection

Introduction:

Recruitment and selection entail significant costs and time investments. Utilizing cutting-edge methodologies and techniques enhances the likelihood of finding the ideal candidate for any role. This Competency-Based Approaches to Recruitment and Selection program is designed to sharpen your skills as a recruiter or interviewer, impacting recruitment, selection, development, and appraisal processes.

The program will deepen your understanding of job analysis and evaluation, providing methodologies to design, develop, and implement effective pay and grading structures. It also explores various compensation systems and their broader impact on employee retention.

Focusing on competencies, the course aims to understand behavior, ensure the right people are in the right roles, and motivate them effectively. Participants will learn to apply these competencies to improve recruitment and selection processes, thereby enhancing organizational performance.

Objectives:

By the end of this Competency-Based Approaches to Recruitment and Selection course, participants will be able to:

• Define competencies and distinguish them from skills and tasks.
• Apply competencies in both public and private sector organizations.
• Discuss and utilize Leadership, Technical, and Behavioral competencies.
• Align competencies with organizational objectives and values to manage staff performance.
• Use competencies in recruitment, development, talent management, performance management, and succession planning.
• Understand job evaluation techniques.
• Explain job analysis and evaluation methods.
• Execute the steps involved in a job analysis and evaluation project.
• Apply various interviewing techniques, including behavioral and targeted interviews.
• Analyze outcomes from different recruitment and selection approaches.
• Differentiate between excellent and average candidates using competency frameworks.

Training Methodology:

• Interactive Workshops
• Role Plays
• Case Studies
• Simulation Exercises
• Group Discussions

Course Outline:

Unit 1: The Links Between HR and Competencies

• What are competencies?
• HR’s support for managers, team leaders, and supervisors.
• Competency framework development approaches.
• HR management systems based on competencies.
• Technical, managerial, and leadership competencies.

Unit 2: Competencies and Recruitment

• Competency design: definitions, indicators.
• Modifying competency models for recruitment.
• Assessment Centres as recruitment tools.
• Orientation training and personal development.

Unit 3: Structures of Jobs and Job Evaluation

• Business organization and corporate culture.
• HR function responsibilities and staff line managers.
• Behavioral competencies and job analysis.
• Correlation with compensation strategies.
• Comparative work analysis models and methods.
• Job specification documents and job profile.

Unit 4: Work Definition and Job Description for Performance Improvement

• Practical relevance of job analysis.
• Autonomous evaluation of work and performance.
• Evaluation methods in different organizations.
• Work study methods and performance components.

Unit 5: Managing Talent

• Recruiting appropriate talent.
• Competency-based career development.
• Succession management.
• Training and development based on competencies.

Unit 6: The Use of Psychological Test Data in Recruitment

• Coding and syndicate exercises.
• Psychometric tests and their role in recruitment.
• MBTI Personality questionnaire.
• Emotional Intelligence in recruitment.
• Personality profiling and case study.
• Management and procedures of psychometric testing.