Use of Competencies for Selection and Recruitment Compared to Traditional Approaches (Essay Sample)

Use of competencies for selection and recruitment compared to traditional approaches
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Use of competencies for selection and recruitment compared to traditional approaches
Competency based methods for selection and recruitment of employees are the techniques that are used in acquiring human resource while relying on their ability to perform the expected duties (Dubois, 2014). Competency, therefore, requires that one has to possess the necessary knowledge, experience, and skills in order to produce the required results. In reality, competency-based selection and recruitment are result oriented. Outsourcing as a skill by any institution or management partly determines the success rate of the organization. Decisions made during hiring process impacts the type of employees that are hired, the quality of services and overall performance that is realized Institutions that utilize this kind of approach as opposed to the traditional methods often find it better to focus on the success of the organization than other factors. This is because competency-based selection and recruitment have a number of advantages over the traditional methods (Rees, Edwards & Edwards, 2011).
First, recruitment in such a manner ensures that the whole process is fair, credible and only the individuals that deserve a certain job are the ones selected. A given set of standards is outlined against which all the candidates are evaluated before they can be chosen. Specific roles and skills required are predetermined making it easy to carry out the process successfully without favor or unfairness. This way the candidates feel more satisfied with the outcome. It also promotes self-growth and motivation since the feedback from the selection and recruitment committee can motive one to work towards improving particular skills that enhance their market demand. According to Stone (2012), there are statistical findings from various researches on human resource and management that indicate there is increased productivity and tendency to uphold institutional virtues among those selected and recruited through competitive basis whereas these trends are almost non-existent among those recruited through traditional approaches which largely depend on an endorsement from third parties. With proper fairness, the new individuals who want to specialize in particular fields are encouraged to work hard since their efforts will be rewarded accordingly. This improves a particular industry with increased innovation that improves institutional, operational standards and personal life (Hays, Kearney & Coggburn, 2015).
Transparency as a value of most institutions is ensured when selection and recruitment are done while considering the competency of the candidates. Discrimination because of age, gender, and physical disabilities is avoided considerably. Additionally, the cost of operation and training which could have been spent on the incompetent individuals will be eliminated therefore increasing the profit margin high while lowering the expenditure rate. Selection of the best candidates with exceptional expertise will bring with them ideas and aspects that will contribute to the growth of the institutions. In contrast with the traditional methods of recruitment whereby individuals are either recommended by others or are promoted to higher ranks because of serving the organization for long, competency based approach encourages the individuals to enroll in particular courses that will increase their skill and hence make them be promoted in a justified transparent process. Besides providing their services to the organization, they can realize their weaknesses and strengths and address them to attain self-growth and actualization. This also improves the quality of living and their social status (Paulo, Paulo, Machado & Carolina, 2014).
High efficiency is attained within the institution through selection and recruitment based on competency unlike in traditional method. This technique provides a platform to develop reusable selection and recruitment tools that are standardized such as written and oral interviews, work simulations and vetting. Furthermore, the institutions can utilize recruitment agencies which have a good reputation on the selection and recruitment processes. This contributes remarkably to the institution since it is in a position to compete favorably with other agencies which provide the same services to the public.
Recruitment records obtained through the process are essential both to the organization and the individual employees since it acts as a basis for making future decisions. They become resourceful for those learning about management, outsourcing, and recruitments. Moreover, it is a good source of raw data that can be used for research about the process and therefore expanding the scope of knowledge to persons within and outside the respective institutions. By use of scientific knowledge, the data can be analyzed to assess the trends on various aspects, make conclusions and recommendations that will assist not only one particular company but others as well. Generation of new knowledge within a particular organization will make it a role model for others and with the rise in improved performance in other institutions; they can provide expert training through joint educative forums at a fee that can be reinvested in more research (Taplin, 2015)
Competency-based selection and approach though relatively time-consuming as costly as compared to traditional methods, it functions well in a tight job market since information is disseminated to all interested candidates regardless of whether they are currently serving the institution or not. To get highly qualified and competent people for particular roles and responsibilities is easy. Consequently, the public image of the company relatively improves as being nonpartisan. As a matter of fact, most of the highly ranked organizations and corporations employ this approach while recruiting employees and service providers. Remaining relevant in the market and excellent service delivery can be attributed to this aspect. For instance, multi-talented employees can be attracted with the better approach and terms of recruitment and employment by a company. They will afterward provide not only the skills that were needed in the first place but also the extra skills they have. The company may then contemplate on including additional products and services which depend on the new skills. This can positively impact the organization ranging from economic growth to brand equity (Wood, & Payne, 2012).
Candidates with questionable past working records can easily be barred from gaining access to positions as employees in an organization through vetting, one of the competency-based approaches in selection and recruitment. Issues concerning personality, attitude towards work and team collaboration about a recruit can be sort from referees. In contrast with the traditional methods where candidates can be recommended by a word of mouth, this approach is not biased, and integrity of employees is not compromised. Accountability can be achieved through track record keeping. Public and institutional resources are therefore used judiciously, avoiding misuse and misappropriation (Grensing-pophal, 2013).
Recruitment and selection in traditional approaches have high subjectivity and low objectivity while competency based has great objectivity. Recruitment of personnel in the conventional method can be due to the objectives and views of certain individuals without actually assessing their abilities. Objectivity is crucial for recruitment and selection since it can be agreed upon with other related institutions and stakeholders to set baseline criteria and requirement that have to be met by a candidate to fit in a given position. Right talent acquisition is achieved which significantly impacts the institution positively. It also ensures that there is consistency in hiring decisions that are made by a company.
On the other hand, legal protection of the employees is provided with this kind of hiring (Brewster, 2011). Once the two parties have agreed to specific terms and conditions, they commit themselves by signing an agreement that legally binds them. Each party is therefore compelled to play their role and maintain the relationship created by which failure to honor t...