Read more about inclusive recruitment
You should be interested in inclusive recruitment – Here’s why!
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In recruitment, the competency-based approach has become an increasingly widespread practice for selecting the best talent objectively and fairly.
What is the competency-based approach?
First of all, skills refer to the ability to carry out an activity by mobilizing three types of resources:
- Knowledge: theoretical and technical knowledge acquired through training
- Hard skills: the ability to apply knowledge acquired through training and experience
- Soft skills: ways of acting and interacting that are useful in a professional context.
Competency-based recruitment differs from traditional recruitment. Traditional recruitment means recruiting on the basis of diplomas and professional experience corresponding to the position to be filled.
Competency-based recruitment means recruiting on the basis of professional knowledge, know-how or interpersonal skills.
If, for example, you can’t find a qualified or experienced secretary, you may be able to recruit someone who, although not a secretary by trade, is capable of handling customer reception, has some knowledge of administration and knows how to work in a team, having already used these skills in another profession.
It’s worth noting that these two approaches to recruitment are not mutually exclusive, but rather complementary.
What is the link between the competency-based approach and diversity and inclusion?
By evaluating candidates on the basis of their skills and achievements, this method breaks away from traditional criteria that are often influenced by stereotypes or subjective judgments. For example, it does not rely on elements such as the candidate’s origin, age or gender identity, which can often be sources of unconscious bias in traditional recruitment. Instead, the recruiter focuses solely on what the candidate has actually achieved and on the skills he or she can bring to the organization, thus promoting a fairer selection process. In this way, the competency-based approach paves the way for greater fairness, ensuring that everyone has a genuine opportunity to be assessed on their real abilities and experiences, regardless of their background or profile. This gives everyone, whatever their professional background or origin, equal opportunities to access the job in question.
What’s more, the competency-based approach helps to create more effective and diverse teams by selecting the best-qualified candidates for the job, regardless of their demographic profile. Why do we do this? Because by focusing on the specific skills needed to excel in a role, it means that individuals from diverse backgrounds and experiences can be recruited on the basis of what they can really bring to the company, rather than on stereotypes or subjective criteria.
For example, a company looking to recruit a project manager might prioritize specific skills such as time management, the ability to work in a team and experience in conflict resolution. It doesn’t matter whether the candidate comes from the technology, healthcare or education sectors, as long as he or she possesses the desired skills. This can enable the company to diversify its teams, as it can attract talent from different backgrounds, offering a plurality of perspectives and approaches.
Another example might be an organization recruiting a software developer. Rather than focusing solely on specific degrees or professional experience, the assessment of the application could instead focus on the candidate’s ability to solve complex problems, collaborate with cross-functional teams and learn new technologies. This can enable candidates from unconventional backgrounds (such as self-study or retraining) to be considered, enriching the diversity of profiles and experiences within the team.
By favoring competence-based selection criteria, this approach reinforces the idea that diversity in teams is a source of wealth, as it enables the integration of a variety of talents who, together, can provide innovative solutions, generate greater creativity and boost company performance.
Competency-based recruitment: how to apply it in practice?
At the heart of the skills-based approach is the creation of a skills repository.. This repository identifies the essential skills required for each position or group of positions within the organization. The aim here is not to define the specific tasks and responsibilities of each position, but rather the skills needed to perform these tasks effectively.
So it’s important to start by identifying the skills related to knowledge, know-how and interpersonal skills. Here are some details:
Knowledge: The technical or theoretical knowledge required to perform a job. For example, for an accounting position, the knowledge includes accounting skills and mastery of tax standards and accounting software. For a web developer position, this might include knowledge of programming languages such as JavaScript or Python, or of database architecture.
Hard skills: These are the practical skills that enable acquired knowledge to be put into practice. For example, a project manager needs to know how to plan and coordinate teams to meet deadlines and objectives, while adapting to unforeseen circumstances. A technician must be able to repair equipment using specific tools and following safety procedures. A human resources manager must master the master recruitment interviews, conflict management and HR policy development.
Soft skills: These are the behaviors and attitudes that facilitate teamwork and adaptation to the work environment. For example, a customer service representative must demonstrate patience, empathy and active listening skills.. A leader must have the ability to inspire and motivate the team, while demonstrating flexibility and open-mindedness when faced with new ideas. Similarly, a person working in a multicultural environment must be able to respect differences, adapt to diverse cultures and demonstrate intercultural communication skills.
Beyond these three categories, there are also other types of skills that enrich a candidate’s profile. Here are the main ones:
1. Organizational skills
Certain skills are essential to all positions in an organization, regardless of the role. These skills, known as organizational, reflect the company’s culture and values. They are necessary to ensure team cohesion and effective management of internal processes. For example, skills in:
- intercultural communication
- time management
- teamwork
…can be an asset in any function.
When creating competency profiles for different positions, it’s only natural that certain skills will recur frequently from one position to the next. It’s crucial to identify them so that they can be integrated into the skills repository, and systematically taken into account when recruiting, assessing or developing employees’ skills.
2. Cross-disciplinary skills
Cross-disciplinary skills, on the other hand, are those that are transferable from one sector to another, or from one job to another. They concern skills that can be used in any professional field. These skills are often linked to know-how and interpersonal skills, and include elements such as..:
- project management
- critical thinking and judgment
- autonomy
- the ability to solve complex problems.
A candidate with these skills can easily evolve in different environments or sectors, making them particularly useful in an inclusive and versatile recruitment strategy.
Want to find out more?
Identifying important competencies and developing a competency repository is a laborious process, and we’re here to help!
Among our various services focusing on recruitment, we can:
- Analyze your process from A to Z and provide you with specific recommendations;
- Élaborer avec vous un référentiel de compétences personnalisé;
Review your application evaluation grid: target skills and associated questions, weighting of skills, etc. - Offer you comprehensive training on the steps involved in inclusive recruitment to empower your organization!
Want to find out more? Contact us
Photo from Google DeepMind from Pexels
