V Skill HF-D4.7-004 transversal 11 kompetencer
Recruiting and selecting
Defining vacancies sharply, attracting candidates and making a substantiated selection choice using fixed criteria, structured interviews and assessment instruments.
Sådan måler hrmforce dette
- Evalueringsmetode
- Structured interview · rho 0.42 (SD 0.19)
- hrmforce instrument
- Structured interview, Knowledge test (client-specific), Work sample test
- Kompetence (50-rammeværk)
- Judgment
- Træningsmuligheder
- high
- Udsigter for efterspørgslen 2026 til 2030
- stable
Behaviour-based interview with fixed questions and a rating scale per question.
Adfærdsmæssige ankre
| Niveau | Adfærd på dette niveau |
|---|---|
| N1 Guided | Carries out recruitment tasks such as posting a vacancy text and scheduling interviews according to procedure. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Sets selection criteria, conducts structured interviews with the same questions per candidate and records the judgement traceably. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Sets the selection policy of the organisation, chooses instruments on validity and equal opportunity and monitors the quality of appointments. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 og N4 er bevidst ikke forankret. Bedømmerne placerer dem mellem forankringerne i overensstemmelse med konventionen i O*NET.
Underliggende kompetencer
Disse kompetencer arver vurderingsforløbet og adfærdsankrene fra dette konstrukt.
| T | Kompetence | Definition | Udsigter for efterspørgslen 2026 til 2030 |
|---|---|---|---|
| V | Writing a job advertisement Job posting | Writes an attractive text with tasks, requirements, terms and a clear invitation to apply. | stable |
| V | Defining selection criteria Selection criteria | Determines in advance which requirements and preferences apply and how they are measured and weighted. | stable |
| V | Conducting a selection interview Selection interview | Conducts an interview in which criteria, probing and comparability between candidates are central. | stable |
| V | Applying structured STARR interviewing STARR interviewing | Asks per criterion for situation, task, action, result and reflection and records answers with scores. | stable |
| V | Screening CVs and letters CV screening | Assesses applications against fixed requirements, names gaps and makes a traceable first selection. | declining |
| V | Checking references Reference checking | Asks previous employers targeted questions on performance and collaboration within privacy limits. | stable |
| V | Deploying and interpreting assessments Assessment interpretation | Chooses a fitting instrument, reads the report and links the outcome to the selection criteria. | rising |
| V | Choosing recruitment channels Recruitment channels | Chooses per target group which job boards, social media, agencies or networks give the best reach. | stable |
| T | Sourcing candidates actively Candidate sourcing | Searches for and approaches suitable professionals directly via networks and professional platforms. | rising |
| T | Using an applicant tracking system Applicant tracking system | Manages vacancies, candidates, statuses and communication in a recruitment system within retention limits. | stable |
| V | Limiting bias in selection Bias reduction in hiring | Uses fixed questions, multiple assessors and score forms to limit prejudice in the selection choice. | rising |