In anticipation of our upcoming TTS Client conference, with its theme of Competencies 2.0: The final frontier, we turn to the important topic of competency modelling and job analysis, two processes that are often misunderstood or confused with one another.
Despite an often-muddled view of these two interventions, job analysis and competency modelling actually have quite different functions within the talent management value chain.
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While competencies have long been central to almost all talent management processes, there have been doubts raised by some if they are still relevant in the VUCA, 4th Industrial revolution world we live in.
In an increasingly globalized and digitized talent marketplace, recruiters and IO Practitioners involved in employee selection have a tough time keeping up with demands. Most businesses are expecting shorter time-to-hire windows than ever before, and managers expect to have the best young talent to ensure future-proof functioning.
In an increasingly competitive and skills-scarce talent landscape, IO Practitioners who oversee selection and recruitment processes have their work cut out for them. Not only are institutions of higher learning struggling to keep up with the demand for novel and technologically agile qualifications, but competition among the large players in any industry for the very best graduates is on the rise.
In recent articles, we’ve reviewed not only the available mobile-capable and mobile-first assessments, but also what the world (and specifically the South African) mobile landscape looks like.
Recently, TTS conducted a study to investigate the perceptions of Millennials who are entering the technology and telecommunications job market. We were interested to know what this exciting new generation thought of conducting selection assessments on their smartphones, how they behaved, and what their impressions were of such assessments.
Recent developments in assessments has seen a spirited focus on mobile assessments, especially those conducted on smartphone devices. Benefits such as improved engagement, accessibility and turnaround have all been cited as reasons why mobile-enabled and mobile-first assessments are important tools for IO Practitioners.
While many of us still remember old-fashioned ways of conducting assessments (i.e. pen-and-paper), the last decade has seen a deep integration of digital technology into the processes of recruitment and selection.