So, are you still struggling to find the right candidates and working the traditional way? Forget cover letters and CVs, and start searching for your ideal match. Today’s labor market is tight, and candidates are scarce. That’s why it’s time to recruit outside the usual paths. Curious how to determine that perfect match? We’ll explain it in detail.

Competency-Based Recruitment
A little sneak peek? Competency-based recruitment. But before we dive deeper, let’s pause and look at traditional recruitment—recruiting based on CVs. What’s exactly wrong with that? We’ve listed a few disadvantages for you:

The limitations of traditional CVs

• A CV is static – it’s a snapshot of someone’s career. Skills don’t stand still; they continue to evolve.
  
• A CV is subjective – the focus is on education and work experience. Recruiters often don’t look beyond that, even though soft skills, personal information, and preferences are equally important.
  
• A CV is unreliable – achievements are easy to exaggerate on paper. And let’s be honest, how often have you actually verified accomplishments with previous employers? Chances are, the first time is still ahead of you.

That’s why competency-based recruitment

• Focus on skills – Skills map out what a candidate can do. Experience only shows what they have done in the past.
• Assess objectively: Competencies are easy to evaluate, for example, through an assessment.
• A better match – You select based on competencies and abilities. The best candidate will also be the best fit in the workplace, leading to happy colleagues. Those happy colleagues ultimately result in higher productivity.

Even more benefits of competency-based recruitment
Not convinced yet? Rome wasn’t built in a day. We understand that after years of traditional recruiting, you might need a little push. Competency-based recruitment ensures a better match, but it also provides:

• A faster and more efficient recruitment process
  

  You find the right match faster. How do you determine that match? With smart software (AI), for example. You provide the input—the ideal profile—the candidate does the work, and your software then determines the best match.

• Higher-quality matches
  

  A recruiter might be misled, but smart software isn’t. A candidate only ranks higher if they possess the required competencies.

• Diversity and inclusion
  

  Competency-based recruitment eliminates biases and assumptions. Every employee, recruiter, partner, and colleague has them—often unconsciously. We all carry our own biases, even if we don’t want to. Matching software doesn’t.

• A stronger Employer Brand (EB) and Employee Value Proposition (EVP)
  

  With a strong EVP, you demonstrate as an employer the added value you offer your employees when they choose you over a competitor.

Corporate social responsibility is now high on employees’ agendas. Competency-based recruitment contributes to this by ensuring everyone has equal opportunities.

We are ready for the future of recruitment! Are you?