There comes a moment when a company cannot decide in favour of one candidate or another because there is a lack of objective criteria in the candidate evaluation process. Before making a final decision in favour of one candidate or another, it is worth considering entrusting the evaluation to a recruitment company that has experienced competency assessment experts.
Companies also use these services in cases where they already have employees with high management potential, but need to make sure that the time is right to entrust these employees with leading a team.
Competency assessment uses competency or in-depth behavioural interviews (a 2-hour interview per candidate, conducted by 2 competency assessment experts), the main purpose of which is to use targeted questions to obtain “tangible” evidence of how the candidate demonstrates the selected competencies in their behaviour. The in-depth behavioural interview was created specifically for the purpose of competency assessment, making it the most appropriate method for competency assessment.
The process of assessing competencies.
Analysis of Client’s Needs
The client’s requirements, needs and desired outcome are clarified.
Engagement and Informing of the Candidate/Employee to be Assessed
The client informs the employee or candidate to be assessed that a competency assessment will be carried out. The competency assessment expert gets to know the candidate to be assessed through an interview. The interview is used to gather information about the candidate’s work experience, work performance, and daily work routine.
Assessment Process
The competency assessment expert explains the assessment process (assessment of intelligence, personality, leadership, reputation, and competencies) to the employee or candidate. After the assessment, the outcomes are compiled and analysed.
Interpretation of Outcomes
The competency assessment expert presents the client with the findings regarding the employee’s strengths and development needs. The employee/candidate receives feedback on the results of the personality, intelligence test or competency interview.
Providing Recommendations
After presenting the outcomes, the client is provided with recommendations on possible next steps.
Conclusion
The recruitment company maintains communication with the client regarding the outcomes after providing recommendations.