Competence

Competence is the set of demonstrable characteristics and skills that enable, and improve the efficiency of, the performance of a job.

 
  • There are no good or bad candidates; there are those who are or are not suitable for a particular position.

     

    So says Nedchanok, a Recruitment consultant at FP Recruitment & Executive Search. We talked with many of our clients and found out why the future lies in strong soft skills how to select a candidate who is exactly approved by the customer.


  • Internal recruitment is not always exploited to its full potential.Some companies tend to look at outside talent without realizing that some of their best employees may be waiting for an opportunity. For this not to happen, it is important to observe the human capital present in the company itself.

     

  • As a good recruiter, you not only perform your daily tasks. You also make sure that the company constantly attracts and retains good people by providing candidates who will make a difference. But how does a good recruiter succeed in this? It's probably not just one answer to that question. Below is a list of some of the properties required to succeed.


  • If the applicant is not sufficiently involved, you are not alone with him. A person considers other offers from employers, and you are not the first on the list. Even if in the end he accepts your offer, his motivation and performance will not be up to par. Let's see how a recruiter knows this is not the best deal.


  • The fact that graduates embellish the CV is not uncommon. One adds a little extra to appear as a little more interesting to stand out from the crowd. However, certain candidates choose to go further and then it becomes a problem, both for us who are to recruit and for those who claim to have competence in areas they do not have at all.


Competence

A job competency can be defined as the skills, traits, qualities or characteristics that contribute to a person’s ability to perform responsibilities in an organization. It is a cluster of knowledge, skills, and abilities (KSAs) that an individual possesses.

 

The competencies are generally divided into two categories, threshold competencies that an individual requires to perform the job at the workplace, and differentiating competencies are those that are present in superior performers but are not present in the average performers.