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Archive for the ‘Recruitment’ Category

THis post moved from SwedishPM as it was posted on wrong blog

Things will change one of my managers once said. I will elaborate on one of these things.

When I managed a recruitment software 5 years ago everyone wanted these super complex application forms that took up to an hour for the candidate to fill in. It was good for reporting, searching and gave you much data.

And then candidates started to dropping off. If you search for jobs, and have to spend 1 hour filling in the same form over and over again, you just dont do it.

So the application forms started shrinking to get to the point of ”get us your name, email and a file with the CV, thats enough”. Fast, simple, and you still get the data, but not as sortable and comparable as before.

But you got the candidates.

Now enters the LinkedIn API. Most systems today use it. You can apply with your LinkedIn profile, the super organzied complex one you have spent hours to fill in. Easy.

But wait, the application form was just name and email and file, so the super complex form end up in one big file anyway.

I dont have the solution, just observing that when we have the complex data, we dont use it anymore.

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I think this is something that differ from country to country and even  from branch to branch. But I see some interesting changes over time.

 

5 years ago everyone said ”we need to get all details structured from our candidates so we can search on it”, and the poor candidates sat there and spent 30-45 mins on every application just entering its employment and education history item by item.

 

Then over time some employers saw the fact that they were getting fewer application, The candidates just did not apply if it was to ,much work in doing so. So the employers started to make it simpler to apply. ”Hey give us your name, email and a file with the CV, and we take care of the rest”.

 

And the structured CV in applications were slowly disappearing.

 

Now enters LinkedIn (well it was there for a long time, but it takes time). And what happens? All candidates have a structured CV. On LinkedIn. And when they try to apply with it they are met by 3 fields (first name, last name and email address), the rest is just mashed together in a big pdf.

 

Its funny how he evolution can go two ways at the same time. I don’t have the solution, just pointing out the conflicting ways the application process might work.

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In part 1 we tried to look at a definition of competencies and what different types there might be.

In part 2 we had a look at the more ordinary uses of competencies in classic Talent Management

Now its time to go into recruitment territory

Recruitment ( I will use the term Recruitment instead of the word Talent Acquisition as its so hard to spell:-) ) is today an integrated part of talent management. That a candidate becomes an employee and keeps its data is one thing. But why not start earlier in the process?

When we edit the text for the job advertisement why not get help based on the requirements for the job

When the candidate fill in the application form. Parts of it should be position specific. Why not use competencies tied to the job?

When the recruiter is doing the interview. Why not assist by providing questions based upon the desired competencies?

If you use pre-hire and/or post-hire assessment. Spice it up by use your competency requirements.

So as you see. Competencies can be used early in the process. We just need to add more data to the definition of a competency

Add

  • Texts for Ads
  • Interview questions
  • Application form questions (but also use the competencies directly)

Integrate with Assessment providers and you will get a much needed integrated process for getting your talent into your organisation.

Summary

In this short competency walk through we have seen that competencies are at the very heart of any Talent Management effort. If you get them right, and continue by defining your requirements profiles you will get so much of the rest for “free”. In order to get the competencies you can either in workshops define your competencies or buy a set of already defined. Its up to you, in one case you will  get a competency catalog that is tailored to you and in the other hand you will get a industry wide best practice set of competencies that might be good enough. After have seen both approaches I would opt for getting a catalog and then do changes to it. If you define it by yourself you just might take on a to big job that might end with a failed Talent Management effort.

But before you get your competencies, define what you wanna use them for and make sure they provide you with the data you need to use them for training, recruitment and gap analysis. Make sure you have one competency catalog to use and not one for training, another for performance and a third for recruitment. There may be forces that would say that you should have a best practice catalog for each case, but where is the synergy? If you use the same you can use them from hire to fire.

That was the last post in our mini series about competencies.

Good luck with your competencies.

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