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Jump to navigation Jump to search Competency-based recruitment is a process of recruitment based on the ability of candidates to produce anecdotes about their professional experience which can be used as evidence that the candidate has a given competency. Competencies are identified to clearly define the essential functions of the job. As a result of its perceived fairness, the process is popular in public services. Core competencies are the set of skills which are crucial to a business, for them to gain a competitive advantage in their market. Senior managers are unable to manage every single aspect of their business, including the competencies needed to maintain a strong business.
This means that they must come up with a set of competencies which truly affect their competitive advantage, as this will save them time in the long run when it comes to hiring employees. Hamel and Prahalad’s main idea was that over time companies will develop key areas of expertise which are unique to that company and crucial for their long term growth. Are the competencies difficult for competitors to imitate? Do the competencies provide potential access to a wide variety of markets? Do the competencies make a large contribution to the consumer benefits?
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Job descriptions and competencies allow potential employees to identify the skills, qualities, experience and training needed for a certain job. The information in the job description and competencies is included in the performance requirements which form the performance reviews. Small businesses struggle a lot more than larger businesses when it comes to employing people for jobs. It is much better for them to use competency-based job descriptions as they differ from standard job descriptions because they emphasize the worker rather than the work.
Competency-based job descriptions decrease the chances of the employer hiring the wrong person for the job. To ensure that staff are placed properly within a small business, they must create a detailed job description.