It may be a common trope, but the truth is that when people pull together, they can become more than the sum of their parts. Businesses looking to run an effective and efficient ship need to assemble the right team because once that is in place, they can do anything.
Let’s check out how modern job description software helps HR teams identify the right job candidates out of the pile of resumes.
Competencies Versus Skills
AI software for HR teams centres on “competencies,” which are a more comprehensive and accurate system for determining everything an the employee needs to bring to their role in order to succeed. Asking competency-based questions rather than focusing on general skills provide a more impartial and holistic basis for hiring.
For those wondering what are competency questions and how they differ from skills, the distinction is important. It may be easier to think of competencies as encompassing skills and behaviours that are proven for success versus the raw ability to do something.
When you have software that factors in leadership, technical, and behavioural competencies, your organization will be able to pin down your requirements precisely.
Ask the Right Questions
Once you’ve attracted the candidate with the right competencies to the job interview, how do you know what to ask? HR personnel may struggle with such interview questions, especially if they concern a niche role or their company has multiple departments.
Job description software includes a vast database of high-quality competency-based questions, so there’s continuity between the skills you’re looking for and the interview questions. Between the AI and these databases, your HR team will have all the tools they need to build the right team sooner.
It’s not enough to merely build the right team. Managers need to keep everybody continually on track in a way that aligns with their competencies.
Each employee will have their expectations mapped out for them based on the competencies that got them in the door, ensuring team members have the transparency and clarity they need to succeed. Such an approach also gives them control over their career, as managers can come to them with hard data and targets when explaining what they need to achieve to get a promotion.
From the company’s side, using competencies as their ongoing prime directive lets them control and manage their short- and long-term goals. Even major structural changes like succession planning are more effective when it’s based on competencies.
The crucial thing is that the metrics are measurable and verifiable, so managers have something concrete to work with, whether they’re showing new employees how to take their careers to the next level or planning for the future of the enterprise.
Sometimes modern technology is not just dazzling but paradigm-changing, such as the internet or smartphones. Other times, new software may be a game-changer for businesses, even if it doesn’t receive a lot of attention or headlines. Use job description software so you can get the right people in place and accomplish anything.