Hiring employees is one of the most crucial decisions an organization or business owner will make. Compensation certainly is a large expenditure, especially when an employee ends up not being the right candidate for the job. That’s why it’s important that before hiring, no matter how pressing the need, you take a step back and ask yourself: “Are my hiring practices hurting our bottom line?”
Competencies guiding the way
Consider this: People have unique and characteristic ways of dealing with life situations – work and personal. This fact gives to a preferred way of operating where certain abilities become competent in their everyday lives. These abilities and competencies are quite significant in determining individual job success.
With the use of a competency-based interview guide that is focused on specific behavioral questions, you can truly gain a sense of a prospective employee’s personality, as well as whether or not they are the right hire for the job.
There are many factors to consider when hiring employees, including:
- The fit with your company’s culture
- The level of enthusiasm about your vision
- The attitude and willingness to learn new things
- The career goals of the individual (do they want this job or are they looking for a transition?)
These traits are, of course, not all that matters, and that’s why it’s crucial to have a competency model for each position; to ensure that your hiring process is cost effective and adapted to each role.
The foundation for performance
When used during the HR selection process, competencies have also proven effective in identifying certain behaviors required for a job that would affect the welfare of other individuals or groups within an organization. These behavioral repertoires, such as motive and personality traits, offer a better means of predicting occupational success.
Employees are both a challenging and expensive investment, but hiring the right employees the first time can make all the difference.
To learn more about how you can build a solid competency-based system for employee assessment and selection, please visit our website.
Also, for a more in-depth discussion on the cost of a wrong hire, check out our blog archive: The Cost of a Wrong Hire: Competencies to the Rescue.
For more information, contact me at 800-870-9490 or email@example.com