Hi there,

READ THIS VERY CAREFULLY: (you will be rated mostly by following the instructions below..)

I answered the 2 prompts in bold below. PLEASE DO NOT ANSWER THE QUESTIONS IN BOLD. Please let me know if you agree or disagree with my answer to the prompt. Please also let me know how I can improve my answer with TWO-hundrend words or more. Please do more than just a reiteration of thoughts shared by my answer. It should either extend and/or respectfully critique the thoughts

Prompt: (AGAIN, DO NOT ANSWER THESE. SIMPLY READ WHAT I WROTE FOR THE ANSWERS FOR THE QUESTIONS AND LET ME KNOW HOW I DID AND IF YOU AGREE.)

Prompt# 1) Consider outside candidates. How can you use an effective competency model to improve your recruitment process? How can competencies improve the effectiveness of your hiring strategy?

MY answer: Having an effective competency model will help with the hiring process. Some of the reasons being it helps people understand the role better when added to the job description so it will help people applying. It also helps employers select employees that better fit the position they are looking to fill so that they will have less of a turnover rate. Having a competency model will also allow future candidates to better understand the company's values and what the company wishes to achieve so that they can decide if that is the type of place they want to work. This will also help the company creat a more diverse culture because they will be looking at the candidate's skills and not their background or credentials as much. This in turn also helps even the field for all types of people who want to apply. Overall an effective and well-thought-out competency model will make the hiring process easier for employers because it will speed up the process by weeding out people who aren't qualified. It will also help people when applying to get a better sense of what the company is looking for in an employee, their goals, and values so that it better helps the person applying to understand if they are qualified and if they want to work for the company. Which helps fewer people who aren't qualified from applying in the first place.

Prompt# 2) Looking internally, it will become more important in the years ahead to develop your employees to help them move into promotional positions throughout the company as labor becomes more scarce. This includes training them in technical positions for which they are not currently trained today. How can your internal competency model help to facilitate the process of recruiting, developing, and staffing from within your organization?

MY answer: An internal competency model helps in so many ways because it helps pave the way for HR and department managers to constantly be observing their employees. By observing employees you can easily see what their competencies are without having to interview them and ask what they're good at. You can see reliability, time management, critical thinking abilities, and so much more without actually having to speak a word. With how difficult it is to find people for new positions now it's crucial that employers look internally at their employees to see who they can invest in and try to look at their future with the company. If a certain position states that an employee needs to have a certain set of skills for a position, you can help an employee grow in the way that they need to and be guided into that position. I've always thought that promoting from within helps companies maintain a great team of employees who want to be loyal to the company.