In a world of ever-evolving jobs, rapid technological advancements, and increasing demands for flexibility, traditional recruitment methods are increasingly showing their limitations. Historically focused on qualifications and prior experience, these methods often struggle to accurately predict a candidate’s success in a specific professional context.
The competency-based approach is emerging as a strategic alternative. By emphasising behavioural, cognitive, and technical competencies, it provides a way to assess candidates' true potential to succeed in a role, adapt to diverse situations, and actively contribute to organisational goals.
What is the competency-based approach?
At its core, the competency-based approach is founded on a simple yet powerful idea: beyond academic credentials and technical skills, behavioural (soft skills) and cognitive competencies are the key drivers of an individual’s ability to perform in a given environment. This approach focuses on what a candidate can do today and what they are capable of learning in the future.
To implement this method, recruiters must redefine their evaluation criteria. Instead of merely verifying a traditional or high-profile career path, they look for concrete evidence of competencies demonstrated in real-world scenarios. Tools such as psychometric assessments, case studies, and simulations play a crucial role in ensuring accurate and predictive evaluations.
Benefits for employees and organisations
For Employees
- Recognition of Non-Traditional Career Paths: The competency-based approach levels the playing field, giving candidates with diverse experiences but without conventional qualifications a fair chance.
- Enhanced Mobility and Employability: Identifying transferable skills fosters internal mobility and helps employees navigate their careers with greater ease.
- Professional Validation: Being hired based on their competencies makes employees feel valued, boosting engagement and workplace well-being.
For Organisations
- Addressing Talent Shortages: By considering a broader range of profiles, this approach expands the talent pool and promotes diversity.
- Better Job Fit: Competencies assessed in professional contexts ensure a quicker and more effective integration of new hires.
- Organisational Flexibility: Focusing on adaptable skills prepares organisations for future changes—be they technological, economic, or cultural.
How to adopt the competency-based approach
- Define Competency Profiles: Identify the key competencies required for each role, considering both current and future organisational needs.
- Use Predictive Tools: Employ psychometric tests, competency-focused interviews, and situational exercises to ensure reliable and precise assessments.
- Rethink Interviews: Ask situational questions (e.g., "Tell me about a time you resolved a conflict in a team") to evaluate competencies in action.
- Train HR Teams: Equip recruiters with the necessary skills to master this approach and leverage the tools effectively.
- Focus on Potential: View candidates as talents in progress. A partially developed skill today can be honed through training and experience.
A Strategic Tool for All HR Processes
The competency-based approach extends far beyond recruitment—it becomes a cornerstone for all HR processes. It naturally integrates into team audits, 360° feedback evaluations, workforce planning, annual performance reviews, and career assessments for external consultants.
To maximise its impact, HR professionals must adopt a proactive and forward-thinking approach to competencies. This involves regularly updating competency profiles to align with market changes and organisational needs. Such a dynamic approach ensures continuous alignment between talent, organisational needs, and the broader world of work.
