Who's Right for Your Team? Someone That's Likeable? Capable? Competent?

How do you select the right people for your team? Most people get an idea of what they need in term of skills and experience, and have a position description for the tasks they want the person to carry out. The gap most of us have, is knowing what the person actually need to DO to achieve the outcomes we need them to. Here's where we rock your world and talk about competencies! Cue the big band extravaganza! 

Job competency models define what top performers actually do on a job to produce outstanding results.

To be clear, a competency is a “skill, knowledge, motive, attitude, or personal characteristic that causes or predicts outstanding performance.” It's critical to use a job competency model designed for sales performance, that contains the skills and behaviours needed to be successful on the job, and that clearly and objectively identifies only the skills that affect bottom-line results.

WHAT’S THE DIFFERENCE BETWEEN OBJECTIVES OR KPIS AND COMPETENCIES?

Objectives spell out what the organisation wants employees to do, while competencies spell out how management wants the objectives to be accomplished.

WHY HAVE BOTH PERFORMANCE OBJECTIVES (KPI) AND COMPETENCIES?

By having both performance objectives and relevant competencies, companies clarify to their employees exactly what constitutes high performance on the job.

Source: Talentquest.com

WHAT PROBLEM DO COMPETENCY MODELS SOLVE?

They answer these key questions ….

• Which employee behaviours are going to drive the strongest results?
• Are our employees behaviours aligned with our company objectives and values?
• What is the best hiring process for us?
• How do we hire the best team to deliver the company strategy?
• What are we actually looking for? And how will we know when we find her or him?

To learn more about competencies, and see some short tutorials on how to use them, check this out and scroll to the bottom of the page for the vids. Ka pai!