Competency model

WHY?

Agenda

Outcome of session

• You can answer me for question: Why are we working on recruitment based on competency model?

Recruitment & selection

Recruitment

• WHEN:

• when we have free position or we created new one

• HOW:

• advertisements in the press, announced in colleges and schools [more in the West], our own data bank of candidates; database available recruiting firm, company open days, job fairs.

• TYPES:

• Tight & wide ; internal & external

External

• We could find a person who has no manners and company routine

• Give us fresh sight and mind

• Comparison standards between companies

• It’s easier to build authority in a team

• Good when we need to find very specific skills

• Lack of motivation

• Higher probability of making mistake

• Higher costs

Internal

• Less costs

• Less probability of mistake

• Increase motivation level and loyalty

• Shorter time of induction and adaptation

• Bad atmosphere in team

• Company can lose better candidates for this position

• You have to make external recruitment

Selection

• WHEN:

• After enugh number of applications

• TYPES:

• Positive & negative

Positive• Choosing the best

candidates

• Protect against reject suitable candidates

• Quality criterias

• Increase probability to employ the best candidate

• Require to use higher level assess skills bigger risk

Negative• Reject unpropriate candidates

• Protect against employ the wrong candidate

• Use quantitity & formal criterias

• Minimalize probablity of employ bad candidate

• Require to use simpler selection methods, it’s more safe

Which when?

• The lower position negative

• Costs of making 2 types of mistakes

• Allowing a good candidate but in unsatisfactory level negative

• Not reach outstanding of specialist positive

• Employee finished candidates positive

Selection

• WHEN:

• After enugh number of applications

• TYPES:

• Positive & negative

• METHODS:

• Traditional & modern

Traditional selection

• CV analysis

• Professional path analysis -

• Biographical questionnaire

• Interview

Modern selection

• Skills test :

• personality test,

• test of skills,

• information test,

• Projective tests

• Carta vita

• Interview based on episodes

• Assessment Center

Assessment Center

• Group task with roles

• Group taks with no roles

• Simulations

• Presentation

• Fact finding

• „In-basket”

• Review board

Competencies & Competency Model

What is competency?

• Competency – it’s set of characteristics, abilities, motivation, knowledge of person, which have influence for quality of executed task and it is possible to describe them by specific behaviours (indicators)

Characteristic of competency

Competency model

• Have reference to the strategy

WHY is worth?

• The improvement HR processes in organization

• The improvement workers effectivenes

• Create impact of business results

Competencies - measuring

Types of competencies – by Grzegorz Filipowicz

Personal competencies

• Stirving for results, flexibility in thinking, willingness to learn, creativity, analytical thinking, the organization own’s work, openness to change, decision- making, dealing with ambiguity, coping with stress, troubleshooting, professional development, independence, conscientiousness, time management, effectiveness, self-motivation

Social competencies

• Sharing knowledge and experience, teamworking, communicative, autopresentation, building relationships with others, presentations, customer service, influence, negotiating, procedures – knowledge and application, identification with company, empathy, tolerant, helping each other, getting feedback

Managerial competencies

• Building a successful organization, coaching, team building, delegation of tasks, managing, management courage, evaluation and development of subordinates, conflict management, information management, planning, organizatio, innovation management, processes management, strategic thinking, motivating, personal time management, professionalism, communicative, influence

Specialist- technical competencies

• Data anlysis, service at the cash register, foreign languages, bookkeeping, recruitment and selection, planning and organization, delivery of trainings, job analysis, availability, market research, diagnose customer needs, accountancy, professional knowledge, results tinking, self-motivation

But…

Competencies are not

enough

Why are we working on recruitment based on Competency model?

Competency model in AIESEC PLAD

• The only way to connect organization goals with recruitment process

• It’s professional way of recruitment

• Measure behaviours of candidates helps assess in the easiest way tl check if this peson will find own place in volunteer organization

Thank you