15 Competencies for Hiring & Job Fit Evaluation

Many organizations realize that “prior job experience” is only one element that determines success in a job role.

Since 82% of managers are in the wrong job— mid-size and large employers are looking toward other indicators to use for selection, career paths, training and development.

This has led organizational development experts toward what they call the “competency model” process.

Competencies are a group of skills that make up a “global” trait that someone can apply to many different jobs.

For example, someone with problem-solving competency might potentially excel as a scientist, consultant, product designer or manager. If they also have leadership competencies, then a career path and development to manager might be appropriate. If they are results oriented, then perhaps consultant would be a good match.

The People Plan model includes detailed behavior-based descriptions of 30 competencies that we recommend in every aspect of coaching- identifying ideal candidates in interview during the selection process, evaluation of current employees for job fit and especially in training and development action plans.

Here is a basic list of competencies that you can use in all of your People Coaching.

Position-related:

  • Job Knowledge – Knowledge of job-related concepts (such as principles, standard operating procedures, processes)
  • Technical Skills- Specific job related skills to perform a specific job (computer skills, math, writing, equipment repair, listening)
  • Work quality- Demonstrates a good balance of productivity and quality of work, work is thorough and accurate.
  • Work quantity- Completes work in a timely manner

Values & Culture fit:

  • Change- Anticipates and plans for future change and manages themselves and others to handle it well
  • Customer Focus- Attends to sources of information, and works with team to offer excellent customer service
  • Values Diversity- Appreciates the views, suggestions and beliefs of those people that are quite different in a variety of ways
  • Integrity- Takes responsibility for one’s own actions, is trustworthy with confidential or private information
  • Team Orientation- Works well with others, builds a strong sense of team spirit

Work skills and habits:

  • Communication skills- Clear and concise communication of information, as well as listening skills to receive messages accurately
  • Interpersonal style- Treats staff and customers with respect and courtesy, Maintains positive and friendly work environment
  • Problem Solving- Recognizes problems, evaluates information and chooses appropriate solutions to achieve work results and follow procedures
  • Results Focus- Makes appropriate effort to achieve expected results
  • Time management- Effectively schedules time and prioritizes work to meet deadlines and achieve results

Feel free to customize the list and the descriptions for what behaviors, values and work habits are appropriate for your organization.

 

Diana Southall is a fifth generation entrepreneur, and creator of the People Plan toolkit™. Her firm specializes in coaching small business owners and managers to build, engage and reward a fabulous team! You can learn more about the "9 Steps to Build a Fabulous Team" at her upcoming webinar – Click to register here.

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