HRO Today June 2015 - 47

Workforce Management
feet. These are the types of candidates who add value to
the company.
With an increasingly competitive hiring market for tech
staff, tools like Talentbuddy, Gild, and Codility enable
software development managers to use competencybased
assessments. In the fast-moving field of technology,
simply evaluating a candidate's work experience or
technical skills won't tell a hiring manager how well
they've delivered a product under pressure or interacted
with team members to implement a design change.
Using an assessment to screen software engineers
means actual job experience and capabilities are
closely simulated. A hiring manager can evaluate basic
knowledge as well as productivity (are they able to
do the work quickly, at a reasonable pace), critical
thinking (can they problem-solve on their feet) and
communications (are they able to explain their thinking
process; do they ask pertinent questions).
It's not surprising that consulting companies use a form
of assessment (case interviews) to hire or contract their
own staff. Their business model is built on staff who
can join a company, quickly assess problem areas, and
develop strategies to produce positive change. By using
these interviews to screen their own staff, the consulting
company has a core group of critical thinkers who bring
flexibility and creative ideas to the job.
Developing The Tools
Competency-based assessment tools are more laborintensive
than traditional methods for evaluation. After
a learning curve, a CLO or CHRO who develops and
implements this tool will understand it pays dividends.
While the methodology of developing and using a
rubric for assessment is more rigorous and complex in
the academic world, corporate requirements are used to
design them to reflect company needs.
Developing a replicable rubric with stated goals-for
example, a candidate writes a synopsis from a longer
report on a laptop during the interview- helps with the
implementation of the tool. Measurable metrics might
include speed writing and the ability to understand and
address the subject. This rubric measures the capabilities
of candidates and can be used for all similar job roles.
For positions like software developer-which requires
more than the ability to code with JavaScript-the rubric
CLOs and CHROs are tasked
with finding employees with
exemplary job skills as well as
the ability to think on their feet.
might include a short code-writing session with a current
software employee. Does the candidate understand the
coding instructions, are they able explain them to their
work partner? Did the candidate interact well with the
existing employee? Was the candidate able to add helpful
information?
Whether using competency-based assessments to recruit
new hires or for assessing programs for internal staff, a
manager is provided a rational basis to determine the
strengths of the person for the job available. A candidate
can look great on paper:education, experience, awards,
recommendations, and solid references. But will these
translate to a motivated employee who can accept
challenges, change the way they approach problem-solving,
and bring excellent interpersonal skills to the table?
Metrics like engagement and satisfaction are used in
evaluating corporate education. Do these have a practical
outcome? Quizzes and surveys gauge an employee's
knowledge, but how does it translate to the real work
world outside the training classroom?
By linking education and background learning to results,
competency-based assessments help answer questions
like: Is this the right person? Will they succeed? Will
they add value to our company? Competency-based
assessments help CLOs pinpoint weaknesses in internal
staff and help them develop learning tools to bridge the
productivity gap.
Competency-based assessments-the tools to finding
people who can prove their ability to do a job-help
tie talent acquisition with talent development-where
existing employees can learn the skills to increase their
value to the company.
Brad Zomick is senior director of content strategy of SkilledUp.com.
JUNE 2015 | www.hrotoday.com
[47]
http://www.SkilledUp.com http://www.hrotoday.com

HRO Today June 2015

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