In the world of human capital management, speed and quality of recruitment are crucial for the success of any organisation. With modern tools such as 3D Competency Science competency maps, recruitment agencies like TAL.work contribute to significantly shortening recruitment times and enhancing the quality of recruitment processes. Discover some of the benefits of recruitment based on competency analysis and verification.
Shortening recruitment time
The traditional recruitment process can take up to 90 days, whereas using 3D Competency Science competency maps can reduce this time to just 21 days.
Higher candidate satisfaction
Using competency tests during recruitment also leads to increased candidate satisfaction. The NPS (Net Promoter Score) for recruitment using competency maps is +60, while for traditional recruitment it is -10.
Easier talent detection
Competency tests, combined with an innovative way of gathering information about candidates’ experiences, enable quick and accurate identification of talented individuals. Thanks to 3D Competency Science competency maps, talent recruitment becomes simpler, and employers are more likely to make job offers to such candidates.
Added value for management and recruitment directors: shortening recruitment time, higher quality of recruitment processes, increased candidate satisfaction, better talent detection and acquisition.
Sources of inspiration supporting the superiority of competency-based recruitment:
Campion, M. A., Fink, A. A., Ruggeberg, B. J., Carr, L., Phillips, G. M., & Odman, R. B. (2011). Doing competencies well: Best practices in competency modelling. Personnel Psychology, 64(1), 225-262.
Catano, V. M., & Rayner, J. (2011). Predicting workplace performance using selection and assessment procedures: A Canadian perspective. Canadian Psychology/Psychologie canadienne, 52(2), 119-129.
Garavan, T. N., Carbery, R., & Rock, A. (2012). Mapping talent development: definition, scope and architecture. European Journal of Training and Development, 36(1), 5-24.
Tansley, C., Kirk, S., & Tietze, S. (2013). The currency of competency frameworks in talent management: a review and research agenda. International Journal of Human Resource Management, 24(9), 1726-1741.
LaPolice, C., & Clark, M. A. (2017). Competency Modelling and Assessment: A Necessary Bridge for Developing the Talent Pipeline. Industrial and Organisational Psychology, 10(1), 65-68.
Zecca, G., Langiano, E., & Baeriswyl, S. (2018). The rise of competency-based human resource management in SMEs: a guideline for practitioners. European Journal of Training and Development, 42(7/8), 443-459.
Based on research and experiences of the TAL.work agency, it can be concluded that recruitment based on competency analysis and verification using 3D Competency Science competency maps has many advantages compared to the traditional recruitment process. Implementing 3D Competency Science competency maps into the recruitment process can contribute to faster and more effective acquisition of talented candidates, which ultimately translates into greater organisational efficiency and can be key to speeding up recruitment, increasing candidate satisfaction and strengthening employer branding
