Independent Freelance Od Consultant
Please go through the attached files. You will surely get a clear Idea about competency mapping. More important, If you do not have any experienced HR professionals in your organisation who can handle this process very well, please seek help from counsultants or professional agencies to do this.
15th December 2008 From India, Thiruvananthapuram
"The uncertainly of doing business in an economic downturn
is a daunting challenge even for the brave-hearted."
That is so true.
"In such times it is crucial to hire talent that can produce
above average results with minimum resources."
That should be the case all the time.
"Hiring the right candidate is a challenge that gains
criticality in times of economic recession as hiring
the wrong person can cost the company dearly"
We should always hire the right people and hiring the wrong people is very costly as you say.
"Companies need to make sure that the candidate
they hire not only has the right knowledge and skills
but is going to demonstrate behaviour that will lead to
quick turnarounds that inspire others."
"Competency Based Interview is a globally accepted method
of hiring the Right-Fit based on the only reliable criteria of
using past behaviour in critical events to predict future behaviour."
A talent assessment after a Competency Based Interview provides the best results, see below.
"Research into recruitment and selection methodology
suggests that structured, competency based interviews
to be reliable and accurate with 8 times more likelihood
of hiring superior performers than through traditional
I agree but hiring managers can do better.
"Competency Bases Interviewing skills enable organisations
to hire talent with an attitude to succeed in adverse conditions."
It just isn't enough however.
Too few hiring managers know how to determine who will become a successful employee so they hope that another employer’s long-term employee is the best person to hire or that the most competent or the applicant who has the best interview is the best person to hire.
PAST PERFORMANCE is the BEST PREDICTOR of FUTURE PERFORMANCE (PPBPFP) is at the heart of the problem. Dr. Wendell Williams did a nice job of explaining that recently on www.ere.net.
There are too many variables for PPBPFP to hold true.
If a candidate has a good manager and accepts a position reporting to a bad manager, then PPBPFP does not hold true.
If a candidate has a bad manager and accepts a position reporting to an even worse manager, then PPBPFP does not hold true.
If a candidate accepts a different position working for a different manager at a different employer, then PPBPFP does not hold true.
Does the bad manager blame himself when the new hire quits to get away from him?
When hiring managers hire for talent they know that the best hires are the most competent candidates about 20% of the time which means that 80% of the time the best person to hire is not the candidate with the best resume or the best interview. The secret to hiring for talent is to know how to measure talent.
Competence may be King but talent is the King’s Queen and together they rule job performance.
"We are offering a 2 day workshop in Mumbai on
Competency Based Interviews on..."
I strongly recommend competency based interviewing but screening for talent should be the last step before the hiring manager makes the job offer.
15th December 2008 From United States, Chelsea