Project Goal
- Develop a Competency-based Recruitment Strategy
- Formulate policies, procedures, and tools for competency-based recruitment
- Equip Recruitment stakeholders with the necessary skills to apply the system
Hiring is everything. A wrong hire can be expensive and hard to correct if it ever is correctable. It is for this reason that managers need to be careful about their hiring decisions. This is not easy when candidates are putting their best foot forward and go to great lengths including lying to win the much-coveted job. This is why some hires end up with firing and resignations.
A competency-based Recruitment Strategy enables those who play a role in recruitment to effectively determine the qualities they are looking for in candidates and provide them with tools and tactics to determine if the candidates have what they are looking for. While intuition can not be ignored as one of the bases for making hiring decisions, there needs to be a system for sifting through the pool of candidates and choosing among those who are qualified which one is best suited for the job. ExeQserve Consultants propose the development of a set of Policies and procedures anchored on the company’s competency framework that will guide everyone in the performance of their recruitment and hiring decision-making roles.
This solution comprises Training as an enabling mechanism, for the key role players, development of policies and work instruction, and tools needed for effective profiling, sourcing, screening, background checking, and onboarding.
This matrix demonstrates how the process can be managed to achieve the best possible outcome. The program provides the recruitment role-players with the necessary guidance and tools to carry out their tasks effectively.
| Process | Activities | What Could Go Wrong | Keys to Success |
|---|---|---|---|
| Requisition |
|
Manager fails to provide enough information for the recruiter to work with which could lead to guesswork and even wrong hire |
Competency-based position profiling provides the recruitment team the necessary information to guide the search and screening process |
| Sourcing |
|
|
Develop an employer brand that attracts the right talents. Let that employer brand reflect on your sourcing strategy and how you communicate with your candidates |
| Initial Screening |
|
Resume screening stereotypes, ineffective use of testing and cliché interview questions could cause good candidates to fall off the crack and not-so-good ones to get in. Negative candidate experience may also lead to not going forward. |
Screening, testing, and interviewing must be customized to the competencies required for the job. |
| Final Interview |
|
If the hiring decision-maker is not trained to conduct an interview, hence, there is a possibility of hiring based on liking the candidate rather than based on merits. Negative candidate experience may also cause the candidate to not go forward. | Train hiring decision-makers to conduct a competency-based interview. Use reference checking to verify claims made during interviews. |
| Onboarding |
|
|
Develop an employer brand that attracts the right talents. Let that employer brand reflect on your sourcing strategy and how you communicate with your candidates |
A more detailed timetable shall be presented and agreed upon after approval of this proposal for better project management. We framed the engagement to cover the necessary components in developing a competency-based recruitment strategy, broken down into five phases.
Please note that the schedule is a rough estimate. The actual length of each step depends on the availability of the client and the timeliness of submission of needed information.
| Deliverables | Activity Details | Outputs | Duration |
|---|---|---|---|
| Phase 0: Stakeholder Briefing | Presentation of Program Framework |
Agreement on project scope and timeline |
1-2 hours |
| Phase 1: Competency-based Recruitment Training |
|
|
2 hours prework
8 hours – Workshop |
| Phase 2: Policy and Tools Customization |
Development of Recruitment Policy, procedures, forms, and screening tools and templates |
Approved Policy, procedures and tools |
3 weeks |
| Phase 3: Piloting |
Implementation of the revised recruitment process |
Data gathered from the new process | 45 days (from requisition to placement) |
| Phase 4 Monitoring and Evaluation |
|
Revised and Finalized process for full implementation |
1 week (6 months after pilot) |
