With the right people in place, you can achieve anything. But how do you assemble the right team? How do you do it quickly, so your HR is free to work on other important tasks?
Modern HR software revolves around the idea of “competencies,” which is a broader concept than mere skills. Today’s job description software uses powerful AI, which is centred on competencies, a crucial topic in talent management.
Let’s check out how competency-based software helps companies throughout the employee lifecycle.
Accurate Job Descriptions, Quickly
It’s a genuine challenge to write a job description when you do understand everything it entails. What about when your company has multiple divisions? What if you’re a start-up where each employee needs to be well-rounded and flexible?
Now, job description software supports HR workers in a couple of ways. There’s a vast database of high-quality job descriptions they can incorporate in their job postings.
There’s also an AI generator that creates new postings from scratch. Both approaches are based on behavioural, technical, and other competencies, which provide an objective summary of the skills, knowledge, and abilities needed to succeed in that position.
It’s crucial to understand how organizations use competencies to establish what it needs from prospective employees, and how these qualities and behaviours become the foundation for other processes moving forward.
Better Interview Questions
It wouldn’t be fair to the company or the job candidate to invite them for an interview based on one set of criteria, then probe along different lines. The HR software that centres on competencies in the job description also supplies interview questions that revolve around competencies, so the hiring process is consistent and fair.
The best job description software has over 1,000 competency-based questions your HR team can incorporate in interviews. You can decide to use only these questions or ask your own, as you see fit.
Research shows that when organizations use competencies to make organizational changes and workforce decisions, 92% have a greater ability to respond to economic changes.
Career Mapping for Companies and Workers
When employees looking to advance in their careers are presented with quantifiable data rather than generalizations or anecdotes, they’ll feel more engaged in their work and feel more loyal to the company.
Employees need concrete direction. Set them up for success by giving them targets expressed in data to achieve the company’s business goals and manage their own career. Predictability and transparency benefit everyone.
On a macro scale, using competencies as a foundation allows the company to map each employee, which facilitates retention, long-term strategy, succession planning, and more. Competencies are helpful long after HR writes the job description.
HR personnel can’t just hire based on “merit” because that only begs the question: what exactly constitutes merit? The guiding principle around which they’re organized needs to be quantifiable, objective, and verifiable — choosing to embrace competencies sets HR personnel and the entire organization up for success, from the time HR crafts the job description to an employee’s retirement and even beyond.
