1. Objective choices
1. Perhaps the biggest advantage of competency-based recruitment is the ability to make objective choices. In traditional recruitment, we hire employees based on a CV combined with intuition. Personal preferences and unconscious biases always play a role. It has even been scientifically proven that we humans tend to favor people who resemble us, as we (unconsciously) feel an easier connection. It will come as no surprise, then, that such a candidate is more likely to be given the benefit of the doubt. We have previously explained why labor market discrimination affects us all.
Competency-based recruitment, on the other hand, enables recruiters—and therefore companies—to select candidates based on the competencies required for a role or team, supported by facts and data.
2. Better match with company culture and organizational goals
In the previous paragraphs, we already described that we all tend to choose someone who fits well with our own preferences. Are you still recruiting in the traditional way? Then you run the risk that the selected candidate fits the recruiter’s personality but not your organizational goals or company culture. By using competency-based recruitment, you aim for the best match with your organization!
3. A more efficient selection process
Time is precious, and time is money. When you ask a colleague how they’re doing, the likely answer is: “Good, but very busy.” Not surprising in today’s tight labor market. Add to that the digital world, where we’re always expected to be available. It’s a lot to handle and demands much from every employee. That’s why it’s important to use the time we have as efficiently as possible.
Traditional recruitment is a time-consuming process, especially when decisions or steps depend on intuition or “gut feeling.” Think about how many employees in your organization have to weigh in on a decision. Competency-based recruitment allows for a structured approach. Selecting based on competencies gives recruiters the ability to make quick decisions using established data—for example, a matching score derived from a pre-completed assessment.
4. Past achievements do not guarantee future performance
The traditional CV gives us insight into a candidate’s work history. But what does that really tell us about them? Is an employee with five years of work experience necessarily more valuable to your company than a young professional just entering the job market? Certainly not! Perhaps you’re looking for fresh perspectives with knowledge of the latest developments and technologies. It’s about what someone is capable of and, more importantly, what they can contribute to your organization. Matching the right skills to the right role is key. Competency-based recruitment, supported by the right tools, provides insight through matching scores. It enables recruiters to identify candidates who not only fit current needs but also have growth potential to develop within the organization. That last part, in particular, increases the likelihood of a longer tenure—because retaining, engaging, and motivating employees is often even more challenging than finding the right match.
5. A boost for your organizational culture
Competency-based recruitment can have a positive impact on your organizational culture. By attracting the right talent, you create a team that fits well together. A good fit leads to motivated employees. Motivated employees are happy employees. Happy employees drive higher productivity. Higher productivity leads to… Do we need to say more?
All of the above doesn’t mean that competency-based recruitment is a ready-made solution. You still definitely need that recruiter with a good intuition. Combine your recruiter’s gut feeling with the right tools, and those perfect matches are closer than you think!
Curious about the possibilities for your company? Want to know how technology can support you in competency-based recruitment? At Recrout, we’re happy to help you find the right tools. Schedule a no-obligation meeting or even try our tools free for 2 weeks!
