Investing in the quality of people within your organisation is a key method of promoting organisational effectiveness. However, evidence suggests that the traditional method of assessing CV's and interviewing candidates is likely to produce less than a 40% chance of getting the right person for the job.

Assessment Centres have a far greater chance of selecting the best people - up to 80% - but these are expensive and time consuming, although worthwhile for key positions.

More readily available and cost effective is a system of competency profiling. This has been developed to enable objective assessment of the competencies required for a specific job role. These competencies can then be profiled for each short listed candidate to assess the match between the desired competencies and the profile of the candidate. The process also provides interview guidance notes to help explore any areas of concern in detail.

The process of competency profiling for development works in three stages:

1. Competency Selection. Identification of the relevant competencies for a particular role. There may also be specific competencies the organisation requires for all roles. Competency selection can be done by analysis of the job role and examination of the competency descriptions. This may also include data from other sources such as from an Organisational Culture Assessment. Alternatively we can provide competency definition questionnaires. These questionnaires ask about the job role and can be completed by people in the role or management. This produces a list in rank order of the most relevant competencies.

2. Assessment of Competencies. Candidates complete an on-line assessment questionnaire (a paper version is also available). The questionnaire is available in many different languages, including German, Spanish, Dutch, French, Swedish, Russian, Italian, UK English, US English, Welsh and Polish. Data from the questionnaire is analysed and a personal report is produced graphically showing the strengths and areas for development for each individual.

3. Using the report that is produced candidates can be interviewed and issues raised in the profile fully explored. We would not advise hiring of employees to be done on the basis of the profile alone, but feel this provides a triangulation approach that is far more likely to select the right person for the role.

The available competencies are very wide ranging. It would be impossible to define all possible competencies for all possible roles; however, the range provided is designed to cover the greatest possible range of roles. In all there are 24 competencies, these include: Motivation, Communication Skills, Project Management, Results Orientation, Attention to Detail, Developing Others, etc.

Costs of this service are dependent on the number of candidates going through the process and the number of competencies being assessed. Of the 24 possible competencies up to 10 may be examined for an individual and we recommend a minimum of 6 be assessed.

Initial consultations are free and carry no obligation, so call today (01224 788860) or email info@aberdeenop.co.uk for more information or to arrange an appointment.

(c) 2007 Aberdeen Organisational Psychology Ltd. Registered in Scotland Co No SC245859

Registered Address: Amicable House, 252 Union Street, Aberdeen, AB10 1TN (UK)