We’ve been preparing competency models for our clients for over 17 years. As you recall, we define competency as skills, knowledge and abilities applied for a specific outcome. Only when we understand what the real outcomes of performance are can we build complete models that really help people perform their best.
Lately, we have been asked [...]
Filed under: 1 | Tagged: competency systems, correlation of competency to results, Keeping High Performers | Leave a Comment »
When it comes to assessing the validity of behavioral event interview questions, we need to understand what we are attempting to do. Some people loosely use the term “validity” to mean “we had the questions reviewed by our legal counsel, or senior management, or our consultant, to determine whether they met standards for selection in [...]
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We build structured hiring processes for our corporate clients. Some of the processes we see, prior to the revision, are long-drawn out systems of multiple steps and the collection of data that one would be hard pressed to review, much less show that the step was job related. The issue of valid selection criteria is emerging [...]
Filed under: 1 | Tagged: Hiring criteria, Job Descriptions, Personality Testing, psychological testing in the hiring process, selection standards, Validating selection criteria | Leave a Comment »
My sister was an executive vice president in banking. She decided to retire when she saw the sub-prime market starting to go crazy and realized that the way she believed a book of mortgages should be developed and managed differed substantially from others in the industry. Too bad she didn’t stick it out. While my sister [...]
Filed under: 1, Business Management, Current Discussions, Improving Performance | Leave a Comment »
