Let’s take this back where it all started: several weeks ago we talked about how challenging hiring can be.  Especially for small businesses: it is a high risk endeavor, which consumes a great deal of time and raises more uncertainties that it does answers. Problems arise early in the process, though they sometimes only become…

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Using these two groups of competencies helps to list out specific traits. There is nothing on those lists that an employer would not want in his or her workforce. But choices must be made, so how do you choose the competencies for your team? Bringing it all together What can be taught, what must be…

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I first introduced my view on Competencies in December. In the post I differentiate between what can be taught and what has to be innate, and it remains relevant to the current theme of this blog. See the full post here: Hiring for Competence.

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Photo by Alice Achterhof on Unsplash

Professional Competencies are about getting the work done. If Basic Competencies spoke to soft skills, then Professional Competencies point to a person’s effectiveness in the day to day tasks of the job. As mentioned, these are not about a specific technical skill, rather the universal abilities to, well, get things done. The categories of Professional…

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For many years we have been struggling with the definition – and correct appreciation – of soft skills. Basic Competencies are a useful replacement. Many employers find “soft skills” too vague: when it comes to actually evaluating and choosing a new employee they prefer a material selection process; something to which they can point with…

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Hiring by competencies will encompass everything you need in terms of skill, behaviors and abilities. Competencies are transferrable to different environments, situations and problems, and point to superior performance and continuous improvement. So what is exactly is a competency? The word is often used interchangeably with skill or behavior, both of which are not quite correct. So…

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Neither. Equally important: Both. When hiring, most companies tend to focus on one or the other of these options as a priority. And indeed both must be considered. On the other hand, at some point you have to choose which consideration outweighs the other, and either answer presents its limitations. Technical Skill – The Good…

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Hiring new employees can be exciting. It points to a business growth, an opportunity for change and a chance to improve the division of labor and job responsibilities. It is also both high cost and high risk. This is not a good combination. The cost of a bad hire is much more than the salary…

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Knowing the key competencies required to work in your company is a foundational element of hiring the right people. In a post entitled Hire Wisely, we looked at the differentiating between what can be taught on the job and what the candidate has to bring with him or her already. Much of the latter comes…

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In the last few blog posts I discussed the importance of defining a Market Opportunity and controlling Cashflow in order to build a successful business. My original post mentioned a third reason why new businesses fail: hiring the wrong people. You write up a job spec, send it to the appropriate networks, get some CVs…

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