The competency model is a framework that is used to define a potential employees’ skills, knowledge, and behavior in correlation to the job requirements that the applicant is applying for. The framework is designed to analyze and describe the applicant’s potential to reach the required skills and ability of the company in order for the company to gain a competitive advantage if they hire the applicant. Its very important for recruitment marketing.
In general, the competency models can provide assistance in clarifying job expectations and maximizing an applicant’s productivity while making sure that the applicants work ethics align to the company’s organizational structure.
There are different types of core competencies that can be used to measure an applicant’s effectiveness and suitability for the company but take note that these are supposed to be company-specific and can be adjusted based on the company’s needs. Here are some of them:
1. CORE COMPETENCIES
These competencies refer to a set of skills and abilities that make companies and job applicants stand out from the crowd. The goal in determining one’s core competencies lie in knowing the strength and uniqueness of the applicant in relation to the company. For a company that provides video production services, the core competency should fall on collaboration and communication skills of the applicant. An applicant applying for a job that constantly needs to collaborate with other departments and must have strong communication skills will perform well in this skillset.
2. FUNCTIONAL COMPETENCIES
These competencies are the competencies that are transferable to many different work settings. Developing a list of functional skills you have and most enjoy using can help you focus on positions that would fit your talents and provide more satisfaction.
3. LEADERSHIP COMPETENCIES
These are the competencies that focus more on leadership skills and behaviors that contribute to superior performance. These are usually given for supervisory and management related roles but can also be applied if the job requirement requires an applicant to lead others in the position being applied for.
4. BEHAVIORAL COMPETENCIES
These competencies encompass knowledge, skills, attitudes and actions that distinguish excellent performers. Getting to know the behavioral competencies of an applicant helps HR specialists make better talent decisions based on the specific behaviors and soft skills that can drive the hiring company’s organization forward.
An in-depth understanding of Behavioral Competencies:
Focusing on behavioural competencies help define an individual’s behavioural strengths that could predict future successes in the workplace. These help you make better talent decisions based on the specific behaviors and soft skills that drive your organization forward.
Behavioural competencies often fall into different categories based on different tenets of workplace success:
- People-based behaviours
- These are thoughts and feelings, which provide insight into individual psyche, revealing such things as attitudes and values.
- Success-based behaviours
- These are the type of attitude that results in positive outcomes while being able to takes responsibility
- Managerial-based behaviours
- Often found on those with leadership potential, these attitudes dwell on the ability to influence the employees being managed to be motivated and to work as a team
Here are some of the examples of behavioral competencies from the basis of the BDI:
1. Decisiveness or the ability to adapt
This is the ability to adapt, or adaptability, is a great quality to have if you are an employee of a company that is going through a lot of changes or if you are an animal in nature, having to weather different seasons, or climate changes.
2. Initiative or the ability to take action
Initiative is the ability to take action proactively. It’s the opposite of being reactive. It is good and necessary that you do what you are asked to do, and it is good that you do what is expected of you. Initiative means taking action before the action is required or necessary.
3. Interpersonal Skills
These are the skills that we use every day to communicate and interact with others, including listening, speaking and questioning skills. Here are some of the most common interpersonal skills:
- Caring about other people
- Socializing skills
- Inspiring and motivating others to active greatness
- Being able to listen
- Comforting people when they need it
- Clear communication skills
- The ability to be diplomatic in stressful situations
- Empathy for others
- Tolerance and respect for team members
- Nonverbal cues and body language
- Encouraging and inspiring people to do their best
- Listening well
- Mentoring and coaching team members
4. Organizational Skills
These are the abilities that let you stay focused on different tasks, and use your time, energy, strength, mental capacity, physical space, etc. effectively and efficiently in order to achieve the desired outcome.
5. Stress Management
This is a wide spectrum of techniques and psychotherapies aimed at controlling a person’s level of stress, especially chronic stress, usually for the purpose of and for the motive of improving everyday functioning.
6. Values Cultural Diversity
This means creating a work environment that respects and includes difference, recognizing the unique contributions that individuals with many types of differences can make and maximizes the potential of all employees.
REFERENCES:
2021. McCann Howie. Behavioural Descriptive Interviews. Retrieved from Edmonton Police Service website @https://www.joineps.ca/SharedApplicationContent/Content/BehaviouralCompetencies
Last February 8, 2021.