Human resource departments at businesses across North America have their work set out. With so much change in the air, companies can’t count on old hiring patterns anymore.
Remote work has changed the game. Meanwhile, companies need to recover from the pandemic’s various hurdles, challenges, and setbacks.
Many businesses are now looking to job description software that uses underlying competencies as a basis for hiring, retaining talent and even succession planning.
Let’s take a deeper look at how it all works.
Find the Right Fit Sooner
When HR departments have the right digital tools that put technical competence at the heart of what they do, companies can spend less time finding an employee who is truly the right fit. Job description software puts ready-made job descriptions at your HR’s fingertips, reducing the time it takes to craft a difference-making job posting.
The software is powered by intelligent AI based on HR wisdom distilled over decades. Plus, HR personnel can fine-tune the prompts in any manner they see fit. Customize job descriptions to your needs without wasting vital resources, which can be freed to serve the organization elsewhere.
Leading platforms have over 1,200 competency-based job descriptions. Whether your organization is small and employees play multiple roles, or you have multiple divisions in a conglomerate, hiring is easier with software that focuses on the behaviours, skills, and attitudes that make a difference.
Better Interview Questions
Once the organization publishes the job posting, the HR work really begins. It only makes sense to follow up with the respondents along the same lines that brought them into the door.
Companies are wise to base their interview questions on the competencies that are at the heart of the job descriptions. Ensuring consistency across HR procedures makes companies more efficient and adds predictability.
The best job description software platforms have over 1,500 competency-based interview questions, which, like the job descriptions, can be customized as needed.
Planning for the Future
When organizations align the competencies of every employee with the specific job requirements, they can meticulously track their teams’ progress and career trajectories. Such a sound basis for evaluating talent makes for better short-, medium- and long-term planning.
Meanwhile, each employee gets hard, actionable targets they need to reach for their next promotion instead of vague, cliché-ridden goals that are hard to define or quantify. Such concrete targets make it easier for employees to understand their roles and achieve objectives.
It’s easier to fulfill the organization’s needs when you know exactly what they are. This transparency also lets every employee feel like they have control over their career and personal finances, which in turn helps boost company loyalty and job performance. Of course, making employees happy is its own reward, too.
Industries have navigated nearly unprecedented struggles over the past couple of years, and the road ahead may be unclear and full of challenges depending on the specifics of your industry. Using job description software with competencies at heart is a fantastic way to get the right people on your teams and guide them throughout their tenure with the company.