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When the right people are together, there’s nothing they can’t accomplish. That’s why some of the most dynamic and innovative companies today rely on job description software to empower their HR.
Hiring the wrong people wastes time and money, while assembling the perfect team sooner is the foundation on which to build success. Let’s take a deeper look at job description software works, from the time before a prospective employee is hired to long after they retire.
Better Job Descriptions
HR professionals have an excellent grasp of their organization’s purpose, but they understandably struggle to quickly define and articulate the key behaviours and skills that make up each role. The leading job description software has a database of over 1,500 competency-based job descriptions that HR pros can customize as needed or use as they come out of the box.
Your HR team can get to the heart of what matters when hiring quickly and more reliably. Free up your HR professionals to spend their time on what counts and get better results faster.
Probing Interview Questions
Once your managers and HR professionals have assessed the stack of resumes and they finally face the candidate during the interview, how do they ask questions based on the same competencies as the initial job descriptions? The best competency management programs also provide a database of over 1,200 competency-based interview questions, so the initial descriptions and the interview process are consistent.
Your decision-makers will get the benefit of AI software and years of HR wisdom. Even the world’s best job descriptions can’t filter prospective job candidates as effectively as interviewers. However, it helps when the underlying competencies in the descriptions are also in the interview questions.
Retainment and Career Mapping
The underlying competencies at the heart of the job descriptions and interview questions need to be further leveraged to yield their full value. Organizations can use them moving forward, so the essential qualities each employee was hired for becomes the basis of their evaluation.
Linking the employee’s skills and competencies to the organization’s needs is a recipe for success, and this level of transparency helps employees feel in control of their career and personal finances. They’ll love having concrete targets to obtain their next promotion instead of vaguely worded goals that are hard to quantify or neatly define.
Making your employees happy is its own reward! However, happy employees also perform better at their job and work there longer, if you need a second reason.
Meanwhile, organizations can compile the competency-based data they have for every employee to chart their short- and long-term future using reliable, advanced intelligence. Make smarter decisions on everything from the next campaign to succession planning by using underlying competencies as the basis.
HR teams face significant challenges now. People are leaving jobs in many industries. Filling in new positions or replacing old ones has never been harder, and the stakes have never been higher. Get the boost your organization needs by relying on job description software that puts competency at the heart of everything they do.