Human Resource Management

Competency-Based Employee
Recruitment and Selection 

Name : Mansi Bhardwaj

Course: MBA 2nd Sem

Section: ‘B’
 Meaning of Competency-Based Employee Recruitment

 Competency-based recruitment is a process of recruitment based on the ability of candidates to produce
anecdotes about their professional experience which can be used as evidence that the candidate has a given
competency.

 Competency-based recruitment is a very simple concept that involves hiring candidates that are not only the
most qualified for the position you’re trying to fill, but who have a proven track record of achieving optimal and
outstanding results in their given field of interest.
 Meaning of Competency-Based Employee Selection

 Selection is the process of generating a pool of capable people to apply for employment to an
organization. selection can be defined as the combination of processes that lead to the choice of one or more
candidates over others for one or more jobs or roles.
 Hiring appropriate candidates for any open job position, there are several important factors that prospective
employers typically consider.

 Level of experience

 Firsthand knowledge

 Extensive training

 Perfectly honed skills 

 Advantages of Competency- Based Employee Recruitment and Selection

 Competency-based recruitment and selection are results oriented. They make it easier to concentrate on the results
expected of a successful or exemplary performer.

  A competency-based recruitment and selection process provides applicants with opportunities to outline, explain,
and demonstrate their qualifications in competency-based terms.

 Competency-based recruitment and selection processes give HR practitioners an opportunity to plan for developing
competencies for new hires and for experienced workers who must be reassigned.

 Competency-based selection methods can underscore the competencies of candidates during succession planning
initiatives. That makes it easier to identify backups for key positions..

 competency-based hiring processes can reduce traditional training times by ensuring the selection of applicants who
can perform. It also helps to raise the bar on performance, especially in organizations that seek potential exemplary
performers.
 Challenges of Competency- Based Employee Recruitment and Selection

Competency-based processes require a disciplined and regulated approach to job and work analyses.
HR practitioners must verify and validate the outcomes of the analyses and ensure their accuracy.
Competency identification and modeling also demand commitment of time and other resources.

Competency-based approaches are not appropriate for recruiting and selecting unskilled or semiskilled
workers.

Using competency-based job information in recruitment could dramatically increase the cost of
advertising, since extensive information on the job and candidate requirements must be published.

Competency-based selection requires the investment of substantial numbers of hours by managers and
others involved in group interviewing and assessments. Managers are often difficult to schedule for
these activities.
 Comparison of traditional and competency-based Recruitment and Selection

 Competencies and talent based seeks to identify abilities needed to perform a job well in contrast traditional
recruitment and selection focus on personal characteristics such as politeness or assertiveness.
 Competency based selection and recruitment the decisions on selecting a potential worker are made primarily with a
view to taking on the most appropriate person to do a particular  job in terms of their current or, more
commonly, potential competencies.
 Traditional based recruitment and selection, job descriptions and person specifications are archaic, rigid and rarely an
accurate reflection of the requirements of the job while competency-based recruitment and selection is more flexible.
 Organization using competency-based Employee Recruitment and Selection
CORE COMPETENCIES OF APPLE

 Apple is having a well equipped executives and employees from different streams like Software, Hardware, Design engineers,
product Engineers, Mechanical engineers, Management people etc. It is very tough to convert a designed product to real and
customization but Apple did it with perfection, well designed and user friendly. The reason behind it is Human resources, a
dynamic capability of Apple.
 When comparing to competitive products, the apple products are unique in designs, usage and quality.

 Product innovation created values for Apple Inc. through innovative products and services. Apple started its business with Apple I,
differentiated its products at a regular time period, diversified the business and now offering software, hardware, consumer
electronics, music store, mobile phones, operating system etc..
 Leadership played a vital role at apple, Steve jobs, Tim Cooks followed a mixed combination of leadership styles like benevolent
and democratic.
 Apple products especially, IPod, IPhone and IPad are user friendly machines, simple to use, learn.

This helps the organisation in every aspect , makes the work easier and competencies helps the employees on individual level too.
This will ultimately be beneficial for the organisation.
Thank You!