7 Easy Steps to Implement a Competency Assessment System in Your Company

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Companies are increasingly using competency-based tests to guarantee that their newest workers have the necessary skills to help them create meaningful development as the global talent gap widens.

Using competency tests to get insight into a candidate’s potential work performance is a great method to reduce uncertainty throughout the recruiting process.

How to Implement a Competency Assessment System in Your Organization – In 7 Easy Steps

You’re probably familiar with competency-based testing by now. Listed below is how we recommend incorporating it into a standard 7-step competency-based recruiting process if that is the case.

Step 1 – Determine who the top performers are in your business by administering a competence exam. You may then use this as a yardstick to measure future performance while also pinpointing areas of weakness that your recruit may be able to address.

Step 2 – Once you’ve posted your job openings, we advise replacing resumes with skills tests. Skills evaluations are a great method to speed up the hiring process and have a lot of fun with the prospects at the same time.

Step 3 – When you have narrowed down your first pool of applicants, it is necessary to learn more about them by assessing their interpersonal and social abilities. There is no need to waste time with several filter interviews if you use async/one-way video interviews to determine whether or not an applicant possesses the necessary soft skills for the position.

Step 4 – Now that you’ve determined that your applicants have the necessary abilities, it’s time to move on to the competencies. You may learn more about a candidate’s work style and what they can contribute to the company by having them complete technical assessments like homework.

Step 5 – If they make it through that, it’s time for the interview. Design your interview questions and activities around a competency-based evaluation to ensure that you’re hiring the proper person to fill those skill gaps.

Step 6 – As the interview concludes, remember to address your favored candidate’s future professional growth and development. This will help establish and manage their expectations for the position and ensure that they have the self-awareness that there are always new abilities to master.

Step 7 – Once they’re on board, remember to personalize, monitor, and improve the onboarding process using your competency assessments. It will assist you in monitoring the probationary employee’s progress and ensuring that your expectations remain consistent.