Introduction
Competencies are specific qualities that a recruiting organization desires in its potential employees. There are several methods that could be used to assess competencies in jobs. Different jobs fit different competencies. In employment interviews, there are several factors involved. Individual differences are part of the scope of interviewers.
Employers use different job competencies to help them identify individuals who can perform at the highest level. There are twelve methods used by employers when assessing the job competence of potential employees. They include responsibility, teamwork, career motivation, career commitment, decision making and communication. Other methods are; organization, results orientation, ethics and trustworthiness, leadership, problem solving and commercial awareness. Each of these methods helps employers assess a quality possessed by potential employees.
Jobs and their competencies
There are different competencies, which suit certain jobs. Employers must keenly assess the job before choosing the competencies required for the job. Leadership jobs like the national marketing manager require competencies such as responsibility, commitment, decision making, problem solving, leadership and organization. Smaller jobs that require technical abilities require competencies such as commitment, commercial awareness, ethics and trustworthiness, result orientation and communication.
Factors in employment interviews
There are factors that influence employment interviews in organizations. Personal qualities affect job interviews depending on what employers are seeking in potential employees. This is because different employers seek for different competencies to suit their organizational objectives. The type of interview used also affects how the interview is conducted. Structured interviews are done differently from unstructured interviews.
Individual differences
Individual differences fit into interviewers’ scope in that the interviewer must understand that people have different qualities and personalities. The interviewer must interview an individual to identify their personality and compare them to what employers are seeking. Unstructured interviews are used when assessing individual differences in interviews.
Conclusion
There are twelve job competencies used by employers to assess potential employees. The competencies must be matched carefully with the job in order to help identify qualified individuals for the job. Employment interviews are influenced by factors such as the type of interview and the kind employees the organization is seeking. Individual differences are used by interviewers to identify the most suitable personal qualities in an individual seeking a job.
References
Cascio, W. F., & Aguins, H. (2005). Applied Psychology in human resource management (6th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Edwards, J., Scott, J. C., & Raju, N. S. (2003). The human resources program-evaluation handbook. Thousand Oaks, CA: Sage Publications.
