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Competency in Recruitment

The document discusses competencies that are important for junior manager applicants in the automobile industry, including communication skills, problem solving skills, and decision making skills. It provides details on each competency, what they entail, and examples of questions that can be asked to evaluate a candidate's abilities in each area. Communication skills include emotional intelligence, empathy, clarity, and open-mindedness. Problem solving questions focus on how applicants solve problems, examples of problems faced, and what they do when unable to solve a problem. Decision making evaluates an applicant's ability to make decisions through questions about difficult decisions made, decisions that affected others, and how conclusions are reached.

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Saket Jain
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32 views

Competency in Recruitment

The document discusses competencies that are important for junior manager applicants in the automobile industry, including communication skills, problem solving skills, and decision making skills. It provides details on each competency, what they entail, and examples of questions that can be asked to evaluate a candidate's abilities in each area. Communication skills include emotional intelligence, empathy, clarity, and open-mindedness. Problem solving questions focus on how applicants solve problems, examples of problems faced, and what they do when unable to solve a problem. Decision making evaluates an applicant's ability to make decisions through questions about difficult decisions made, decisions that affected others, and how conclusions are reached.

Uploaded by

Saket Jain
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Competency is defined as “the quality of being competent; adequacy; possession of required skill,

knowledge, qualification, or capacity.”

Competencies required in junior manager applicant of automobile industry

Communication Skills
Communication is one of the main ingredients for corporate success, but the problem is that the
phrase ‘good communication skills’ is a term so overused that it is difficult to pinpoint what it actually
means.
Demonstrating strong communication skills is about being able to convey information to others in a
simple and unambiguous way. It involves the distribution of messages clearly and concisely, in a
way that connects with the audience. Good communication is about understanding instructions,
acquiring new skills, making requests, asking questions and relaying information with ease.
Good communication skills are perhaps the most basic skills that you can possess as an employee,
yet they remain one of the most sought after by employers.
Important communication skills applicant should have are as follows-

 Emotional Intelligence

 Empathy
 Cohesion and Clarity
 Open mindedness

Problem Solving

Solving problems is an analytical skill that many employers look for when reviewing candidate
application forms. This particular skill isn’t restricted to a single sector, industry or role, though
employers in the engineering and legal industries in particular tend to look for proficiency.
Consequently, questions about your problem-solving ability are commonplace in interviews.
Strong problem-solving skills can be hugely beneficial for your career. In every sector, problems are
inevitable and will arise in one form or another as you go about your day-to-day duties. When
problems do occur, employees are expected to use their initiative and develop suitable solutions to
avoid the situation escalating into something more serious.
There are many situations where problems could present themselves in the workplace, from a client
concern through to assisting a technical team resolve a website or database error. The issues that
you come across will often vary in complexity, with some situations requiring a simple solution and
others demanding more thought and skill to overcome.
We can measure it by asking some questions:

 How do you solve problems?


 Give me an example of a problem you have faced in the past, either as part of a team or as
an individual. How did you solve the problem?
 What do you do when you can't solve a problem?
DECISION MAKING

Employers tend to value decision making because it is a skill that is required in many different
situations across many business areas - from everyday tasks through to more complex projects or
unforeseen situations.
The more important decision making is as a skill for the job you have applied for, the more emphasis
it will be given by the employer during the application process. The technique that employers use to
assess decision making skills will vary depending on the activities and tests that they provide, but
the majority of them will be time-based, and candidates will be expected to explain the reasoning
they used to reach their decision.

Measuring the decision making competencies

 Describe the most difficult decision that you had to make and why was it so difficult?
 Provide a situation when a decision you made affected others
 How do you come to conclusions?
 Provide an example of a bad decision that you made and explain what made it a poor
decision
 Do you find making decisions difficult?

For example

 Recognising that there is a problem with the production process and identifying a faulty
machine which is causing the issue
 Creating concepts during a brainstorming session for the launch of a new product
 Understanding the impact of increasing store opening hours following a staff survey
 Selecting the best firm to lead a marketing campaign through the completion of a detailed
analysis of competing proposals
 Identifying ways to save costs reviewing multiple business areas
Star

Competency questions can be used to assess a wide variety of skills and require
candidates to give real-life examples to justify their claims.

What’s most appealing is that you can use them to standardise your entire interview
process.

 A Situation they have been in that demonstrates the competency in question.


 The Task that, as a result of that situation, they were challenged to complete.
 The Action they took to successfully complete the task.
 Followed by the Result of that action (hopefully a positive one!)

Situational ques

A colleague and I were supposed to be performing a sales presentation for a really


important potential client, but he called in sick that morning?

Situational ans

It was left to me to resolve the situation in a way that wouldn’t make our entire
company look bad! Bearing in mind, we had two hours till our slot
Action

So how did you manage to resolve the situation?

Action ans

I called another colleague who I knew was an expert in this field and she agreed to back
me up (especially for any technical questions that might be asked at the end). Then I
spent the hour learning and rehearsing the rest of the presentation, as best I could.

Result

How did that work out for you?

Result answ

The presentation was certainly not perfect, but we were complimented on how natural it
seemed and that we were clearly very passionate about the subject. We ended up
getting the sale in the end – so it can’t have been that bad I suppose!

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