The Value of Competency Testing Plans

The indicators show that the economy is swinging around (again) and we’ll soon be in the position as employers of searching and competing for talented employees. To ensure readiness for this eventuality, I suggest you develop a competency-testing plan now.

The basis for competency testing is a current competency-based position description. A competency-based job description contains the usual information such as reporting structure and position summary AND a description of the competencies required in order to carry out the listed functions. I’ve attached a description of the process for developing competency-based job descriptions in case you’d like a review. (Click Here)

Since each position’s responsibilities differ, a separate test should be developed for each position (i.e., Sales Manager, Receptionist, Market Analyst).

The key, of course, is that testing should be job related and demonstrably correlated to actual duties and competencies exhibited by successful incumbents within your organization or in similar jobs in other organizations.

Technical. Testing for technical skills can be conducted in addition to ensuring that applicants have the education, licensures, and certifications required for a position. Technical testing should be developed with the assistance of incumbents if the position isn’t newly created. Incumbents can provide excellent examples of essential procedures that must be followed in “what if” scenarios, which can be subsequently compared to applicants’ responses on written tests.

Behavioral. Behavioral testing is based on the competencies, or critical skills section of position description. This includes competencies such as problem solving, decision-making, and communication skills. Here are some examples of competencies and how they might be assessed via a written test or with interview questions:

Competency	Testing Method
Setting Priorities	Directed questions such as, "When you move into a new position, how do you identify and establish work priorities?" and "If you don't have enough information to complete an assignment, how do you acquire the answers you need?"
Innovation and Entrepreneurship	Directed questions such as, “Describe a situation that required you to reassess ‘tried and true’ procedures and create new processes.”
Understanding and Managing Diversity	Directed questions such as, “Have you ever developed or helped to develop diversity education workshops?” “Describe how you adjusted to living and working in another state/country.”
Communications Skills	Provide a scenario in which a new process or product is to be introduced to the company and ask the applicant to design a plan to ensure adequate communication throughout the organization.

The important caveat to competency testing is that the same questions and scenarios must be provided to all internal and external candidates.

Look over your recruiting and selection plan. Are you ready to compete for the best and the brightest?

If you’d like additional information on this topic or have any questions, please email me at Linda@Gravett.com or call me at (513)753-8870 or complete my feedback form (click here).