In the best companies, employees add up to more than the sum of their parts. There may be all-stars among them, but the right complement of people can achieve anything when they work together.
However, identifying the optimal employees out of the giant pile of resumes is a challenge, with a lot riding on it. Training new workers requires a significant investment in time and money, so getting it wrong means starting from square one all over again.
Today’s competency profiling tools like job description software let companies use the power of automation to help guide their hiring decisions. Plus, the software remains important throughout the entire tenure of their employment. Let’s learn more about how it works.
Better Job Descriptions
HR departments often struggle to phrase specific job descriptions that speak to the heart of every job opening. For small organizations like start-ups, employees may need to wear many hats and fulfill different roles, whereas there could be several departments with niche positions in larger companies.
The software uses automation and a vast library to arrive at job descriptions that speak to the heart of each role because they’re based on competencies, not just skills or career achievements.
Lining up the underlying requirements for the job and the candidates’ competencies assist HR in this important and time-consuming work, freeing them up for more important tasks.
Interview Questions That Matter
Once HR and management are face to face with a job candidate, the software continues being valuable by producing interview questions aligned fully with the same competencies found in the job description. The competencies are of a behavioral, technical, and leadership nature.
Small- and mid-size businesses need a boost to their talent management powered by an extensive library of detailed and validated competencies. Of course, HR and executives can add to the questions in the job description software in any way they like.
The best platforms update their questions continually, keeping pace with developments in the workplace.
Finally, once each employee has complete alignment between their competencies and those required of their positions, these competencies become the ongoing basis for their evaluation. This is a win for all sides!
Employees get transparency and concrete targets for what they must do to receive their next promotion. Such an organized structure lets them plan their career trajectory, stabilizing their work-life and their income.
From the company’s perspective, they get a career map for each of their employees, giving them predictability and a solid foundation on which to plan for the present and the future.
Connecting with the right employees will always take a certain amount of gut instinct, but using software designed to hone in on core competencies ensures that there’s fundamental alignment on what matters most. Don’t waste time hiring and training people, only to soon re-hire and re-train their replacements; get it right the first time by using job description software.