Competency-based hiring

If you are hiring, it is important that you hire the “right” person for the job and “competency models” can help you do that.

Competency models require the employer to define the characteristics needed for the role he or she is looking to fill, says Debra Jonasson-Young, president of Winnipeg-based Jonasson-Young Advisory Services, which provides integrated business solutions to the retail industry. Competencies are typically divided into two categories: behavioural and technical.

Behavioural competencies address analytical thinking, client-service orientation and effective communication, to name a few; technical competencies address negotiating techniques, financial management and industry knowledge.

It is interesting to note that the Canada Revenue Agency (CRA) employs a competency-based model in its hiring process. In fact, it has posted a catalogue online detailing the competencies that it uses during its hiring-decision process. To explore the concept more fully, you may want to check out the CRA’s catalogue.

“Competency-based hiring has proven to be a very effective method for hiring the right person for the job,” adds Jonasson-Young, who is also National Business Relations Consultant for the Knowledge Bureau. “You may find it to be a very important tool as you start hiring for your own business or company.”