V Skill HF-D9.7-004 sector-specific 11 kompetenser
Employer branding and recruitment
Finds and engages candidates through vacancy texts, channels and networks and guides them through the procedure up to an offer.
Hur hrmforce mäter detta
- Bedömningsmetod
- Work sample test · rho 0.33 (SD 0.09)
- hrmforce instrument
- Work sample test, Competency Check
- Kompetens (50-ramverk)
- Networking
- Utbildningsbarhet
- high
- Prognos för efterfrågan 2026–2030
- stable
The candidate performs a representative work sample under standardised conditions.
Beteendeankare
| Nivå | Beteende på denna nivå |
|---|---|
| N1 Guided | Posts a vacancy in the standard text format and tracks candidate responses in the system. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Independently determines channel and target group approach for a hard to fill vacancy and approaches candidates actively. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Determines the organisation's labour market strategy, steers recruitment results and positions the employer brand in the sector. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 och N4 är medvetet inte förankrade. Bedömarna placerar dem mellan förankringarna, i enlighet med konventionen O*NET.
Grundläggande kompetenser
Dessa kompetenser ärver bedömningsvägen och beteendeankarna för detta konstrukt.
| T | Kompetens | Definition | Prognos för efterfrågan 2026–2030 |
|---|---|---|---|
| V | Writing a job advertisement Job advertisement | Writes a vacancy with tasks, requirements, employment conditions and an appealing tone that fits the target group. | declining |
| V | Setting up recruitment communication Recruitment marketing | Determines message, target group and channels for recruitment communication and aligns these with marketing and the department. | stable |
| V | Developing employer branding Employer branding | Develops the employer brand into a promise, employee stories and visual material for the labour market. | stable |
| T | Sourcing candidates on LinkedIn LinkedIn Recruiter · Sourcing | Finds passive candidates with search strings and filters on LinkedIn and approaches them with a personal message. | stable |
| V | Screening resumes for suitability Resume screening | Compares resume and motivation with the agreed requirements and records a substantiated screening choice per candidate. | declining |
| V | Conducting a structured selection interview Structured interview | Conducts a selection interview with fixed questions per competency, probing on behaviour and scoring on a rating scale. | stable |
| T | Using an applicant tracking system Applicant tracking system | Manages vacancies, candidates and statuses in a recruitment system such as Carerix, OTYS or Recruitee. | declining |
| V | Carrying out a reference check Reference check | Asks previous employers with the candidate consent how someone performed and records the answers. | stable |
| V | Conducting an offer conversation Offer negotiation | Discusses salary, contract type and additional conditions with the candidate and records the offer in writing. | stable |
| V | Running a social media recruitment campaign Social recruiting | Sets up an advertising campaign for vacancies through channels such as Meta or Instagram and manages cost per applicant. | stable |
| V | Analysing the recruitment funnel Recruitment analytics | Measures flow per step in the hiring funnel, calculates time to hire and names where candidates drop out. | rising |