which questions can focus on particular competency areas to establish the extent to
which candidates meet the specification as set out in competency terms.
The advantages of a competency-based approach have been summarized by Wood
and Payne (1998) as follows:
● It increases the accuracy of predictions about suitability.
● It facilitates a closer match between the person’s attributes and the demands of
the job.
● It helps to prevent interviewers making ‘snap’ judgements.
● It can underpin the whole range of recruitment techniques – application forms,
interviews, tests and assessment centres.
The framework can be defined in terms of technical or work-based competencies,
which refer to expectations of what people have to be able to do if they are going to
achieve the results required in the job. It can also include definitions of required
behavioural competencies, which refer to the personal characteristics and behaviour
required for successful performance in such areas as interpersonal skills, leadership,
personal drive, communication skills, team membership and analytical ability.
The competencies used for recruitment and selection purposes should meet the
following criteria:
● They should focus on areas in which candidates will have demonstrated
their competency in their working or academic life – eg leadership, teamwork,
initiative.
● They are likely to predict successful job performance, eg achievement motivation.
● They can be assessed in a targeted behavioural event interview in which, for
example, if team management is a key competence area, candidates can be asked
to give examples of how they have successfully built a team and got it into action.
● They can be used as criteria in an assessment centre (see below).
Acompetency approach along these lines can provide the most effective means of
identifying suitable candidates as part of a systematic selection process.
ATTRACTING CANDIDATES
Attracting candidates is primarily a matter of identifying, evaluating and using the
most appropriate sources of applicants. However, in cases where difficulties in
attracting or retaining candidates are being met or anticipated, it may be necessary to
414 ❚ People resourcing