How do you assess and compare candidates' competencies in a fair and consistent way?

1 Define the competencies

The first step in competency-based hiring is to define the competencies that are essential for the role you are hiring for. Competencies are the observable and measurable aspects of performance that reflect how someone does the job, not just what they do. They can be divided into core competencies, which are common to all roles in your organization, and role-specific competencies, which are unique to the position you are filling. To define the competencies, you can use a job analysis, a competency framework, or a combination of both.

2 Design the assessment methods

The next step is to design the assessment methods that will allow you to measure and compare candidates' competencies in a reliable and valid way. There are different types of assessment methods that you can use, such as interviews, tests, simulations, portfolios, or references. The key is to choose the methods that are aligned with the competencies you defined, and that are suitable for the level and complexity of the role. You should also consider the practicality, cost, and fairness of the methods, and how they will fit into your overall recruitment process.

3 Conduct the assessments

The third step is to conduct the assessments according to the methods you designed. You should ensure that you have clear and consistent criteria for scoring and evaluating candidates' competencies, and that you follow the same procedures and standards for all candidates. You should also document the results and feedback of the assessments, and keep them confidential and secure. To avoid bias and ensure objectivity, you should involve multiple assessors, use structured questions and scenarios, and focus on evidence and behaviors, not impressions or opinions.

4 Compare the results

The fourth step is to compare the results of the assessments and rank the candidates based on their competencies. You should use a systematic and transparent approach to compare the results, such as a scoring matrix, a rating scale, or a decision tree. You should also weigh the competencies according to their importance and relevance for the role, and apply the same weighting to all candidates. You should avoid making decisions based on gut feelings, personal preferences, or irrelevant factors, and instead base them on data and facts.

5 Validate the decisions

The fifth step is to validate the decisions you made based on the results of the assessments. You should check that the decisions are consistent with the competencies you defined, and that they are supported by sufficient and relevant evidence. You should also review the decisions for any errors, inconsistencies, or biases, and correct them if necessary. You should also seek feedback from the candidates, the assessors, and other stakeholders, and use it to improve your competency-based hiring process.

6 Communicate the outcomes

The final step is to communicate the outcomes of the competency-based hiring process to the candidates and the hiring managers. You should inform the candidates of the decisions as soon as possible, and provide them with constructive and respectful feedback on their competencies and performance. You should also explain the reasons and criteria for the decisions, and answer any questions or concerns they may have. You should also communicate the outcomes to the hiring managers, and provide them with relevant information and recommendations on how to onboard and develop the new hires.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?