Competency assessment: A tool for recruitment progress

Two types of competencies should be included in a recruitment interview, as well as throughout an employee's career. Here's how to integrate it into your workplace.

• Functional competency is more technical. It's directly related to the execution of tasks, such as skill in handling a tool or mastery in the art of cooking.
• Behavioural competency is a quality, innate or acquired, that's necessary for good performance in the targeted domain. This might include leadership skills for a position that requires the supervision of a team.

• For the employer, competency assessment can target the right candidates for the company's benefit. It's also a tool to steer the company in the desired direction, maintain its competitive edge, and remain competitive. It can be used to recognize employee achievements and to develop for them a training plan.

• For employees, this assessment contributes to their professional growth. In today’s constantly evolving workplace, it’s extremely useful to regularly assess your experience and to identify new skills and qualities to develop.

• A written evaluation guides a supervisor in assessing the employee’s skills.
• A self-assessment helps the employee identify his or her strengths and to set goals. The self-assessment serves as the basis for discussion with the employer.
• A large-scale evaluation gathers reviews from other employees, and even those of customers or suppliers.
• The interview between the employer and the employee can be done independently or in combination with one of the methods mentioned above.

Competency levels usually range from 1 to 5. Level 1 corresponds to beginners who must work under supervision; level 5 is for experts in the field who work autonomously and who could take on more responsibilities and initiatives. A well-planned competency assessment can contribute to the advancement of an employee from level 1 to level 5.

Evaluating candidates based on their acquired skills encourages greater objectivity. Employees are assessed for what they have actually done and accomplished, according to the same criteria used for all employees; it is not based on random and subjective impressions. It's possible to use the services of an employment agency to fulfill these assessments.

As specialists in the recruitment of personnel and the demands of the industry, agencies can carry out competency assessments with a high degree of efficiency and professionalism.