Here’s a comparison between the MYSKILLSmanager performance-based recruitment process and current recruitment practices.
Here are some key benefits:
1. Defining Job Expectations
Performance based recruitment
- Current Practices: Often lacks a clear, skills-focused job description. Candidates may receive vague expectations or simply general requirements.
- MYSKILLSmanager: Uses a performance-based job description tailored to specific skill levels and job expectations. Each role is mapped to a JOBcode, which aligns with pre-defined performance standards and skill ratings.
2. Interview Preparation
- Current Practices: Traditional interviews may rely heavily on subjective questions and don’t always connect clearly to job performance.
- MYSKILLSmanager: Prepares interview questions aligned with 14 key performance skills, including planning, teamwork, and problem-solving. Candidates receive a performance-based job rating report in advance to understand job expectations.
3. Candidate Self-Assessment
Current Practices: Candidates typically do not assess their skill levels before interviews; they may be unaware of specific skill requirements.
- MYSKILLSmanager: Provides candidates access to a Self-Assessment tool to rate their skills before the interview. This helps candidates reflect on relevant skills and provides a structured basis for interview discussions.
4. Structured Interview Process
- Current Practices: Interviews may be informal and vary significantly between interviewers. Assessments are often qualitative, with limited consistency.
- MYSKILLSmanager: Follows a structured interview process focusing on specific performance skills and previous experiences. This includes discussing the candidate’s skill ratings and ensuring alignment with expected job performance.
5. Consistency and Objectivity
- Current Practices: May vary widely by interviewer, which can lead to inconsistencies and subjective evaluations.
- MYSKILLSmanager: Standardizes interview processes using customized performance skills frameworks, ensuring objective, consistent assessments across candidates.
6. Post-Interview Onboarding
- Current Practices: Candidates may lack specific guidance and may be expected to “sink or swim.”
- MYSKILLSmanager: Sets clear performance expectations from the start, helping new employees integrate more effectively by knowing exactly what skills and performance levels are expected in their role.
This comparison highlights how MYSKILLSmanager’s structured, performance-based recruitment process aims to reduce hiring risks, increase candidate alignment with job expectations, and provide a transparent framework to enhance employee engagement and retention.
