Leveraging Core Competencies to Attract and Retain the Right Talent
Traditional job descriptions emphasize necessary skills required to identify the appropriate category of talent. Skill requirements demonstrate specific, learned activities relevant to a particular job. Core competencies, however, represent a broader combination of knowledge, skills, abilities, and personal attributes that can help an employee achieve success. With progressive experience, core competencies are developed and expand overtime.
Here are a few ways to use core competencies to recruit and retain talent:
Select 5-8 Competencies for Each Position: Aligning competencies to each role in order to provide an evaluation framework and standard of excellence. Distill the essential duties and characteristics outlined in the job description into a short list of key areas candidates should exhibit. Ensure that all interviewers are aware of the competencies to help guide their assessments.
Use Competencies to Evaluate Candidates: Core competencies provide a picture of the “how” rather than the “what” in evaluating an individual’s professional portfolio; instead of providing results, competencies illustrate how results are achieved. Referencing the selected competencies during the interview process through behavioral questions creates depth to candidate assessments that can help predict superior performance.
Reference Competencies in Performance Management: Competencies are advantageous for individual and organizational success because they are linked to observable behaviors; a.k.a., they are measurable. The measurability of core competences also makes them a central tool of performance management throughout an employee’s tenure. Starting with the onboarding process, define the core competencies for the position and indicate how they will be measured. Then, include core competencies during performance reviews with ratings and feedback to track demonstrated achievement in each to reinforce expectations. For areas of growth, develop a plan together to help the individual improve, and revisit the plan at each review.
Need a place to start? Here are some example core competencies for individual positions.
| BUSINESS LITERACY | COMMUNICATION | RELATIONSHIP MANAGEMENT |
|---|---|---|
| Ability to understand take the business vision and translate it into project vision. | Ability to produce clear written reports, communicate tactfully and candidly, simplify jargon, make clients aware of all issues, be an excellent listener. | Ability to consult and provide advice; to facilitate discussion and resolve conflict; to develop relationships with key stakeholders; to establish trust, credibility and respect. |
| STRATEGIC THINKING | QUALITY MANAGEMENT | PROBLEM-SOLVING |
| Ability to analyze the future impact of decisions; to strategically position the project within the business to relate to short and long-term objectives. | Understand how to obtain and ensure quality results (or products) for total satisfaction, ability to take corrective actions and perform verification of project standards, effectively. | Ability to find the right solution to the right problem. Exhibits strong critical thinking skills. |
| PROJECT SCOPE DEFINITION | TECHNICAL COMPETENCE | TEAM VISION-SETTING |
| Ability to establish a clear scope; what's in, what's out, and create approval procedures. | Has strong analytical ability as defined by areas of functional expertise. | Develops and follows a shared vision and follows that vision. Establishes partner roles, functions, and responsibilities. |
| INITIATIVE | ORGANIZATION | GOAL ORIENTATION |
| Seizes opportunity to improve performance and advance goals. Identifies immediate action needed to address current issues. | Ability to prioritize workload, manage time, and optimize resources. Work is executed effectively and delivered on time. | Demonstrated results-oriented working style. Uses quantifiable behavior in the achievement of short and long-term goals. |
| SENSE OF URGENCY | ATTENTION TO DETAIL | DISCIPLINE |
| Ability to anticipate a need, understand it is important to success, and carry out the appropriate action to resolve it. | Accomplishes tasks efficiently, thoroughly, and with accuracy. Pays special attention to all areas involved in deliverables to minimize likelihood or errors. Monitors and checks work or information. | Steady, even pace of work to ensure accuracy and quality, completion of tasks before new ones are begun, and focus within established systems, standards, and procedures. |
| DECISION-MAKING | TEAMWORK | ADAPTABILITY |
| Uses sound judgment to make good decisions based on information gathered and analyzed. Considers all facts and alternatives before deciding on the most appropriate action. Commits to the decision. | Ability to effectively work with others toward a common vision. Shares and receives information. Supports group decisions and puts group goals ahead of own goals. Builds positive relationships. | Adapts to changing environments, priorities, and needs. Ability to manage change. Displays emotional resilience and maintains performance under pressure. |