Competency-based recruitment – How to find the right talent

This guide explains what a competency-based recruitment process is, how to apply it and why it leads to more accurate recruitment. We also look at how to avoid common mistakes.

What is competency-based recruitment?

Hiring a candidate based on competencies may sound obvious, but competency-based recruitment goes beyond looking at merits or qualifications. It challenges traditional methods and offers a more objective and efficient way to find the right talent.

Traditional recruitment vs skills-based recruitment

Traditional selection methods often focus on a candidate’s formal qualifications, such as education and previous experience. However, this approach risks overlooking a candidate’s practical abilities and potential, which are equally important to succeed in a role.

Competency-based selection methods take a broader perspective by:

• Focus on actual competences, behaviors and skills required in the job role.
• Use structured interviews and tests to assess all candidates against the same criteria and increase accuracy.
• Reduce the risk of subjective assessment and misrecruitment by focusing on measurable characteristics instead of unfounded impressions.

The main difference is that traditional recruitment often focuses on merit and what the candidate has done, while competency-based recruitment focuses on what the candidate can do.

Benefits of skills-based recruitment

Why should you choose competency-based recruitment? The method offers several advantages that can make a big difference to your business:

• Objective selection: Focusing on a candidate’s competencies in the selection methodology reduces the risk of subjective decisions based on biases.
• Faster processes: Starting from a clear requirements profile makes it quicker to screen out irrelevant applications, making the selection process more efficient.
• Accuracy: When all steps in the hiring process are based on the requirements profile, the risk of recruitment errors is reduced and the chance of finding the right person increases.
• Better candidate experience: A clear requirements profile makes it clearer to candidates what is being assessed and why, contributing to a more transparent and fair process.
• Long-term development: Skills-based recruitment is not just about finding the right person for the right role today, but also about building a team where different skills complement each other and there are opportunities for development.

Competency-based recruitment in practice

Now that you know the benefits of competency-based recruitment, it’s time to put them into practice. The key to success with the approach is to conduct a thorough analysis before you start the actual hiring process. For best results, the entire process, from needs analysis to hiring, should be consistently competency-based.

Here’s how it works:

1. conduct a thorough needs analysis

• Identify the needs of the business, both in the present and in the longer term.
• Identify the competences and characteristics necessary for the role and to achieve your objectives.
• Feel free to include other people with different perspectives on the position you are recruiting for. This will give you a comprehensive picture of which competences are most important.

2. Create a clear requirements profile

• Base the requirements profile on the needs analysis and make a solid description of what you are looking for in the candidate.
• Create the requirements profile by asking yourself questions like: Is a specific education required for the position? Does the candidate need to have previous experience in similar roles? What personal qualities are sought after?
• Rank the relevant competences in order of importance. Only include those that are really necessary for the job.
• Let every step of the hiring process be based on the requirements profile, from advertising to hiring.

3. Objective selection process

• Selection methods are adapted to the role in question and are therefore designed differently depending on the type of post.
• Create structured interview questions based on the requirements profile and feel free to use competency- or behavior-based questions where the candidate can give concrete examples of situations where they have used their skills.
• Work samples and tests are effective complements to interviews as they can measure actual skills in a practical context.

4. Overall understanding

• All persons involved in the recruitment process should be familiar with the job description and have a good knowledge of the competences being assessed.
• Ensure that there are regular check-ins during recruitment to make sure that everyone in the team is following the guidelines.

5. Ensure a consistent recruitment process

• The structure of the recruitment process should be followed consistently from inception to employment.
• Use structured interviews where all candidates are asked the same questions. Candidates are then assessed on the same basis and the risk of subjective assessment is reduced.
• The process should include clear feedback to candidates, so that they are informed about their current status in the process and what the next steps are.

Common mistakes in skills-based recruitment

While a competency-based selection method offers many advantages, there are also common pitfalls. To minimize the risk of recruitment errors, it is important to be aware of common mistakes that can occur in the process. Below we look at some examples and how you can avoid them.

Unclear requirements profile

One of the most common pitfalls is that the requirements profile is too vague or general. If the competencies that are important for the role are not clearly articulated, the risk of subjective assessments and recruitment errors increases.

Stuck in old habits

Many organizations reuse old job descriptions and recruitment advertisements without reflecting on whether they still reflect the current needs of the business. Old requirement profiles can narrow down the selection, which risks excluding potential candidates.

Subjective methods and lack of assessment tools

If the recruitment process lacks a clear structure, there is a risk that candidates are assessed subjectively. Common mistakes that can lead to recruitment errors include unclear questions, unsystematic notes and lack of comparable assessments. It is also not uncommon for recruiters to rely on interviews and miss the opportunity to use other assessment tools.

Underestimating soft skills

Experience and technical skills play an important role in recruitment, but they also need to be balanced against the candidate’s soft skills, such as problem-solving, teamwork and communication. Extensive experience does not always guarantee that a candidate is best suited for the position.

Do you want to recruit with more precision?

By implementing a competency-based selection process, recruitment becomes both more efficient and more accurate. Both recruiters and candidates will have a clearer picture of what is being assessed and why, contributing to a more transparent and fair process

Contact us today for a consultation on skills-based recruitment!

Together, we at Starfinder ensure that you find the right candidate with the right skills for your business.

Fill in the form here or or call us on 08-502 787 39 and we will get back to you shortly.