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Assessing linkage between competency framework and talent acquisition  

Role of competency framework: Competency framework plays an important role in all aspects of talent management: talent acquisition, talent development, performance management and talent separation. For studying how an organization is using its competency framework, one would need a peek into detailed aspects of these processes. However, there is one area where the linkage between competency framework and the process is visible (at least partially) to all (including you and me) and that is: talent acquisition.

Using competency framework for job descriptions: Job descriptions are everywhere: in the newspapers, on the job search portals, on company’s web-site as well. These days you can search job openings on the company web-site by giving keywords, location etc. I have been studying job descriptions for positions in India in technology companies for senior technical specialist roles like architect, member technical staff. One observation is that job descriptions for similar sounding roles differ substantially. Some emphasize skills (like C, Java, SAP, Unix) while other articulate what one should be able to do with the skills. I feel that “goodness” of a job description is directly related to how the organization is using competency framework and the robustness of the framework itself. Following example will illustrate this point (both the job descriptions appeared in a leading newspaper).

Architect Role (Organization-1) Architect Role (Organization-2)

·         Min 8+ years of hands-on experience in developing sub-systems and products

·         Ability to architect complex multi-layered applications running on PC platform

·         Appreciation of industry grade code with an ability to review and rework code as required

·         Experience in fine-tuning code, design and architecture for performance, scalability, maintainability and simplicity

·         Expertise on architectural constructs for systems that require multi-processing, multi-threading and process synchronization

·         Ability to work with ambiguity and at various levels of abstraction

·         Providing thought leadership to both technology and project management issues

·         A constant urge to set benchmarks of performance and be a role model in the org.

·         12+ years experience as a software engineer preferably in product R&D

·         Good understanding of product lifecycle and product technology

·         Excellent knowledge of operation system internals (Windows/UNIX flavors)

·         Ability to understand product requirements, conceptualize and implement

·         Ability to provide technical leadership

 

 

 

 

 

 

 

 

 

 

 

 

 

Both the job requirements are from global technology organizations where technology innovation is an important part of their overall brand. However, job requirement from org-1 stands out compared to the same from org-2. Competency requirements from org-2 are described using terms like “good understanding of”, “excellent knowledge of”. On the other hand, requirements from org-1 articulate in a much more clear manner what is expected e.g. ability to fine-tune code, design and architecture for performance, scalability, maintainability and simplicity. This clarity will go a long way during the talent acquisition process in screening resumes, telephone screening, interviewing etc.

 A good competency framework should strengthen various talent management processes including talent acquisition. Managers should leverage the competency framework while bringing out job descriptions. This will improve efficiency & quality of recruitment.