Identification of core competencies

    This time, let's talk about how best to conduct an interview when hiring employees. Interviewing is one of the most biased processes in the company. The fact is that companies do not always devote sufficient time to compiling a vacancy profile; in the process of interviewing, there are many factors (from HR mood to the appearance and well-being of the candidate). How can we translate from qualitative indicators (it suits us / does not fit) into quantitative our attitude towards the candidate? But not only this is important, it’s also important that everything is smart according to textbooks, but it’s important how the person really behaves in real life.

    Disclaimer This article does not pretend to be completely clear, but suggests familiarizing yourself with a simple tool to simplify a specific business process, and then find more detailed information on this subject.

    Let's start with the requirements. I think that everyone will agree that you need a specialist with the ability to solve your problems. So you need to describe exactly what competencies a specialist should possess in order to solve the tasks assigned to him. Competencies are both professional and personal. For example, the ability to achieve results under stress is personal competence, and the art of negotiating under pressure from partners and time is professional. Accordingly, you write out on the sheet of competency that your specialist should possess.
    For example:

    • Professional competencies: - knowledge of Cisco network equipment, - knowledge of Linux OS (CentOS distribution), - knowledge of Virtualization tools, - strong knowledge of shell scripting
    • Personal competencies: - focus on results, - ability to work in a team, - ability to take responsibility, - initiative

    After you have described the main competencies for yourself, you make up two questions for each competency. One question should enable a person to show his competence from previous experience on the good side. Example: “Please give an example from the last place of work, when your focus on customer satisfaction led to an increase in the company's income?”. The second question about the same competence would be better asked by your second employee, who will also be present at the interview: “Please give an example when a bad client interfered with the plan?” If a candidate starts talking about a bad client, it will immediately become clear that he will never was not customer service oriented. If he says that there are no bad customers, they are complex, then everything is fine with him. It’s better to immediately agree on that two interviewers will have a copy of all the questions. After answering each question, interviewers should put N-points for the answer to each question (the system's score is agreed in advance in the company). If all candidates are evaluated according to the same template, then in the end it will be possible to quantify the best candidate quite quantitatively. I think such a tool will be useful in all small companies that cannot afford HR with psychological and other education.

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