RECRUITMENT AND SELECTION: DEFINING THE REQUIREMENTS

By:

Shilpa Tiwari

Shilpi Jain

Why is defining the Requirements Essential ?

• Selection has been described as the process of finding a

needle in a haystack.

• It is an uncomfortable area for selectors and hence

creates disagreement between both the parties.

•E.g. : IT industry

APPROACHES TO DEFINE REQUIREMENT

Person Specification

Approach

Personal qualities and

attributes

Experience

Record of achievement

Skills or Qualifications

Organization-match

Needs and Expectation of

candidates

Competencies

Approach

Competences

Competencies

PERSON SPECIFICATION APPROACH

Problems :

“Mirroring” candidates who mirror their own

values , beliefs or ability .

Good Practice :

Drawing up a clear Specification of the ideal

candidate

Agreeing to the specification of the client

Chance of Success Increases

Disagreement between selector and client is

minimized

PERSON SPECIFICATION COVERING

P: Qualities and attributes

E : Experience

R: Record of achievement or evidence

S: Skills and Qualifications

O: Organizations - match

N: Needs and expectations of candidates

Developed in 1980s and 1990s

Competencies play an important part in selection process.

Competencies is use to describe all attributes, knowledge, experience, skills and values that a person draws on to perform their work well.

The integral part of the approach was to provide the opportunity for people to receive training and development to achieve the required skills.

COMPETENCIES APPROACH

Things that a person who

works in a given

occupational area

should be able to do.

Each one is an action,

behaviour or outcome

that the person should

be able to

demonstrate.

Those characteristics that

differentiate superior

from average and poor

performance…

motives, traits, skills,

aspects of one’s self-

image or social role or

body or knowledge.

Competences Competencies

COMPETENCIES APPROACH

COMPETENCY FRAMEWORK

Innate Qualities

Acquired Skills

Adapting Behaviours

COMPETENCY FRAMEWORK

Innate Qualities

Extrovert/

introversion

Opeanness

to

Experience

AgreeablenessEmotional

Stability

Conscientio

usness

COMPETENCY FRAMEWORK

Acquired Skills

Knowledge &

skills

Professional

Knowledge or

Business awareness

COMPETENCY FRAMEWORK

Adapting Behaviours

Flexibility Adaptable

Too Often people in a new position fail to continue their

track record of success.

COMPETENCY-BASED PERSON SPECIFICATION

Benefits : Competencies Approach

People can identify the ker characteristics which would

be used as a basis for selection, and that can be

described in terms which both can understand and

agree.

It breaks down the specification of the candidate into

meaningful parts. So that the selection process gets aligned

and whole process gets completed component by

component.

By using this approach it becomes easier for manager to see

how the ‘new recruit’ will perform

COMPETENCY-BASED PERSON SPECIFICATION

Screen Test Interview Exercise

Achievement

Leadership

Creativity

Resiliencie

Flexibility

Technical

Knowledge

Judgement

Decision

Making

Planning and

organizing

People

Management

Energy

BALANCED FRAME WORK

Benefit of Balanced framework:-

Innate characteristics will have their focus in

the selection process

Acquired skill will focus on On-going

education

Adapting compitencies should be used as the

focus of development activities

The performance behaviour will form the

substance if the general competency

framework as the observable behavior and

evidence of behaviour.

THANK YOU