Recruiting, Talent Selection and Onboarding

 

Professionals like yourself desire consistent acquisition of the right talent.  Competency-based talent acquisition accomplishes this by using competencies in recruiting, talent selection and onboarding. Candidate pools are developed based on current and planned competency needs, and candidates are assessed and interviewed  based on role-based competencies and onboarded according to the relevant competencies for their position.

Use of competencies within talent acquisition delivers the following benefits: 


Efficient, effective proactive & reactive recruiting

Many recruiters complain that current complex processes get in the way of their ability to do their job. Competency-based recruiting facilitates a simple, repeatable, streamlined proactive and reactive recruiting process.  Candidate pools are developed based on current and planned competency needs, and competency-based requisitions and are more efficient and accurate.

 

Optimal Candidate Experience

Per a 2013 study performed by Jibe, 44% of recruiters struggle with the candidate experience. By having a clear model for competencies a position requires, recruiters can provide a constructive, engaging experience.

Objective, Goal-Aligned Assessments & Interviews

Many organizations have subjective and unstructured assessments and interviews, often leading to mis-hires. By basing assessments and interviews on a clear, prioritized set of competencies aligned with company goals, organizations can be confident they'll acquire the right talent.  Competency-based assessments and interviews have a demonstrated validity that compares favorably with the most rigorous employee assessment techniques and far exceeds the value of unstructured interviews.

 

Legal Defensibility

Many organizations lack legal defensibility to protect from improper/discriminatory hiring or fraudulent/misleading employer claims. While not foolproof, competencies enable a greater degree of legal defensibility.

 

 

 

Shortened Time to New Hire Proficiency

Many onboarding professionals lack the data they need to provide relevant, engaging onboarding.  Through competency-based onboarding, organizations can understand the required competencies for the new hire's role and associated strengths/weaknesses to provide more individualized, relevant onboarding and avoid costly, 'tidal wave' onboarding. 

 

Rich Acquisition Data & Analytics

Many organizations lack the data to assess quality of candidates and hires, let alone provide a complete "talent lifecycle" snapshot. A competency-based approach generates an assessment framework and the data necessary to analyze recruiting, hiring and the talent lifecycle.

 

 

 

Improved ROI Measurement

Many talent acquisition professionals have difficulty measuring ROI on spend. By using competencies to serve as the glue between talent management processes, talent acquisition professionals can value candidate growth and success through integration with learning & development and performance management processes. 

 

 

 CTK Resources  The CTK Difference

 

CTK provides quality, affordable resources to assist with competency-based talent acquisition, including content (e.g., interview guides, competency models), services, software and toolkits.

 

 

With CTK's extensive resources, deep expertise and history of success, you will realize the talent acquisition benefits you desire. Our expert, affordable resources will save you time & money and provide the quality you need to recruit, select and onboard the right talent.

 

 Can't Find What You Need?

 

CTK is committed to your satisfaction. If you can't find what you need, contact us and we'll be happy to either provide what you need, or connect you with someone who can.

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Competency-Based Talent Acquisition Overview & Benefits

Recruiting, Talent Selection and Onboarding

 

Professionals like yourself desire consistent acquisition of the right talent.  Competency-based talent acquisition accomplishes this by using competencies in recruiting, talent selection and onboarding. Candidate pools are developed based on current and planned competency needs, and candidates are assessed and interviewed  based on role-based competencies and onboarded according to the relevant competencies for their position.

Use of competencies within talent acquisition delivers the following benefits: 


Efficient, effective proactive & reactive recruiting

Many recruiters complain that current complex processes get in the way of their ability to do their job. Competency-based recruiting facilitates a simple, repeatable, streamlined proactive and reactive recruiting process.  Candidate pools are developed based on current and planned competency needs, and competency-based requisitions and are more efficient and accurate.

 

Optimal Candidate Experience

Per a 2013 study performed by Jibe, 44% of recruiters struggle with the candidate experience. By having a clear model for competencies a position requires, recruiters can provide a constructive, engaging experience.

Objective, Goal-Aligned Assessments & Interviews

Many organizations have subjective and unstructured assessments and interviews, often leading to mis-hires. By basing assessments and interviews on a clear, prioritized set of competencies aligned with company goals, organizations can be confident they'll acquire the right talent.  Competency-based assessments and interviews have a demonstrated validity that compares favorably with the most rigorous employee assessment techniques and far exceeds the value of unstructured interviews.

 

Legal Defensibility

Many organizations lack legal defensibility to protect from improper/discriminatory hiring or fraudulent/misleading employer claims. While not foolproof, competencies enable a greater degree of legal defensibility.

 

 

 

Shortened Time to New Hire Proficiency

Many onboarding professionals lack the data they need to provide relevant, engaging onboarding.  Through competency-based onboarding, organizations can understand the required competencies for the new hire's role and associated strengths/weaknesses to provide more individualized, relevant onboarding and avoid costly, 'tidal wave' onboarding. 

 

Rich Acquisition Data & Analytics

Many organizations lack the data to assess quality of candidates and hires, let alone provide a complete "talent lifecycle" snapshot. A competency-based approach generates an assessment framework and the data necessary to analyze recruiting, hiring and the talent lifecycle.

 

 

 

Improved ROI Measurement

Many talent acquisition professionals have difficulty measuring ROI on spend. By using competencies to serve as the glue between talent management processes, talent acquisition professionals can value candidate growth and success through integration with learning & development and performance management processes. 

 

 

 CTK Resources  The CTK Difference

 

CTK provides quality, affordable resources to assist with competency-based talent acquisition, including content (e.g., interview guides, competency models), services, software and toolkits.

 

 

With CTK's extensive resources, deep expertise and history of success, you will realize the talent acquisition benefits you desire. Our expert, affordable resources will save you time & money and provide the quality you need to recruit, select and onboard the right talent.

 

 Can't Find What You Need?

 

CTK is committed to your satisfaction. If you can't find what you need, contact us and we'll be happy to either provide what you need, or connect you with someone who can.