Under the header Admin - Recruitment, you'll find the option "Evaluation". Here, there are competency frameworks, weighting and assessment concepts, and interview and reference questions that you have as support in your recruitment processes when you use Competency-Based Recruitment (CBR) 😄
When you start with CBR, we will make sure that there are entries under all these tabs so that you are ready to get started, but you can always edit, add, and remove the entries so that they fit your needs.
Competences
Under the "Competences" tab, you will find the competences that you can include in a job requirement profile! A job requirement profile is, in short, a description of the qualities that you want your next employee to have.
In this tab, you'll find both competences that you have created yourselves, and those you have access to if you have a completed competency framework, such as SHL, Malin Lindelöw, Home of Recruitment, amongst others.
Create your own competency
To create your own competency, click on "Create Competence" (if you want to edit an existing competency, click on the pencil icon).
Name
In the name field, enter the name of the competence.
Description
In the description field, provide a description of the competence.
Proposed text in job ad
It is not mandatory to include a suggested text, but if you want information about the skill to automatically be included in the ad text when you include the skill in a requirement profile, this is where you enter that text! If you choose to leave this box empty, no information about the skill will be automatically included in the ad text.
However! It is of course possible to both manually enter information in the ad text and to edit text that is entered.
After saving, you can also create interview and reference questions, and input positive and negative behavioral indicators associated with the competency.
If you're using a pre-existing competency framework, this will already be filled in, but you have the option to edit it 😊
Note that you cannot edit a competency that has already been used in a case! If you want to make any type of change to a competency that has been used, you need to copy the competency, make the change in the copy, and then remove the old one. This does not affect cases where the old competency was used, but it will not be able to be used in new cases. Any template for requirements profiles is not updated automatically, this must be done manually.
Weighting terminology
A weighting terminolity demonstrates how the competency you've created should be assessed 👩🏫. Should the competency be considered as a merit for the candidate, be a requirement, or something else? You decide!
When these are created, you decide what the concept should be called, the score (between 0-99) it should provide, and what color it should have, to more easily get an overview of the concepts when you assign them to candidates.
Don't forget to save!
Evaluation terminology
Now that you have competencies and you have set up that you can choose how important these competencies are in the current recruitment, you need a way to assess how well the candidates meet them. That's where the evaluation terminologies come in!
Under the "Assessment Concepts" tab, you can create, edit, and delete assessment concepts. Just like with the competencies and weighting concepts, you decide the name for them and the score they should be assigned.
You cannot edit an assessment concept that is in use, and just like with competencies, any change will only affect new cases!
Assessment concepts are generally managed in the same way as weighting concepts, but here you also choose an icon for your assessment instead of a color.
Interview Guide
Under the "Interview Guide" tab, you can create, edit, delete, and change the order of your general interview questions. You also have the option to add help texts for the respective questions (e.g., for introductory, concluding, etc.).
Create introductory or closing questions
Click on Create interview question.
Enter the question.
Choose the size of the answer box.
Select whether the question should be introductory or closing (whether it should be displayed before or after the questions from selected competencies).
Save!
Through the arrows, you can then sort the questions within their respective group (introductory or concluding) and make them follow-up questions. The up and down arrows indicate the order of sorting, while the right and left arrows indicate whether it is a follow-up question or not.
All questions are automatically individual, but when you click on the right arrow, the bold formatting disappears, and the question is counted as a follow-up question.
Reference Questions
Under reference questions, you can create, edit, delete, and reorder the questions that you want to ask potential references.
Reference questions are managed in exactly the same way as interview questions (see above ⬆⬆⬆).
Practical Example
Here is an example of the view on a candidate's application where there are competencies with descriptions, which are of varying importance, and where different assessments of the candidate have been made:
