FEBRUARY 2020 I SMT007 MAGAZINE 101
Table 2: Key competencies.
Hire Talent Based on Desired Competencies
Once you have defined a competencies
framework and evaluated your workforce, the
next step is to recruit and hire new employees
by evaluating their competency level to this
framework. This allows you to have an objec-
tive and quantitative approach to your hiring
strategy. Develop an interview worksheet that
uses the competencies in the framework. Given
the limited time during the interview time that
you have with a prospective candidate, I sug-
gest you select a minimum of 10 critical com-
petencies that are most relevant to the position
you are hiring for and assess your candidates
with those selected competencies.
SMT007
References
1. CGMA, "CGMA Competency Framework: 2019 Update,"
2019.
2. S. Giles, "The Most Important Leadership Competen-
cies, According to Leaders Around the World,"
Harvard
Business Review,
March 15, 2016.
3. Korn Ferry, "Korn Ferry Leadership Architect: Global
Competency Framework—Research Guide and Technical
Manual," 2014–2017.
Alfred Macha is the president of
AMT Partners. He can be reached
at Alfred@amt-partners.com.
To read past columns or contact
Macha, click here.
Legend: Table 2
• Factor = Area of evaluation that
consists of several competencies
• Competency = Competency definition
that will be assessed
• Weighted value = The value given
by the executive team to that
competency
1. Low
2. Medium
3. High
• Evaluation Score = The assessment
value given to an employee for that
competency
1. Not adequate
2. Adequate
3. Meets
4. Exceeds
• Weighted score = Evaluation score
* Weighted value
