How Can We Effectively Use Competency Mapping in Our Recruitment Process?

Can anyone help me with how we can use competency mapping in the recruitment process?

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Hi there,

You need to combine 2 things for using competence mapping in the recruitment process:
• Manpower planning process
• Competence mapping

This process involves the following:
• Identify positions required by the organization,
• Identify what their job descriptions are going to be,
• Identify the competencies required to perform the job for that position,
• Identify the years of experience required from the employee,
• Specify the qualifications required for the position
• Develop your recruitment advertisement based on the competencies you have identified/mapped

If you require further guidance, don't hesitate.

Dear ChallaGolla,

Competency mapping, assessments, and psychometric profiling are a wide plethora of HR support services that have one agenda: to make the recruitment process more efficient and find the "right fit" for the position/opening.

Competency mapping may seem like a heavy and attractive term, and every HR department should map the competencies. However, it can lead into a different field altogether.

A recruitment process will yield results only if a whole process chain is established. Is your HR staff competent and trained to assess skills? What tools (methods) are going to be used, and can the results be interpreted internally, or do external agencies need to be hired?

I know I am being very basic, but that's what you have to be if you want to learn the implementation and make it a success.

To fulfill any position, a candidate has to "ASK": Attitude, Skill, Knowledge.
- Attitude: the willingness to do the job with responsibility and the correct approach.
- Skill: experience and the skill to do the job correctly.
- Knowledge: the capability to perform optimally in a position.

It starts with manpower forecasting to determine when the opportunities arise.

Dear Challagolla,

Competency mapping is the technique used to assess the abilities, skills, and attitudes of an individual for a particular position. The implementation of this technique in the context of recruitment involves identifying and defining the skill set required for the position, describing the job requirements, and mapping the mandatory skill set or competencies in the interviewee.

This tool can also be utilized to evaluate the abilities, skills, and attitudes of existing employees. Through this process, areas for improvement can be identified, allowing for training to be provided using internal or external resources or agencies.

Regards,
Rachna

One has to first understand the concept of "Competency". There is enough material around the word to understand the concept. Once you have a clear understanding of the concept, you will automatically find the solutions suitable for you or your organization.

Read the material on PCMM, and you will get a fair idea of what competency means and how we do competency-based processes in the organization.

Organizations that have reached Level 3 or 5, their people, if you are connected with them, can also help you understand the concept.

A quick solution to your problem will only lead to a bigger mess, especially in your understanding at a later stage.