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A close look at competency based assessments for successful recruitment of CSRs

Technical abilities should not be checked, rather that this in itself is inadequate to ensure success.

In fact it’s very important to study the delegates’ CVs, to check their qualifications and relevant experience, to ask questions of clarification and to investigate any gaps in their employment history.

The Assessment Center process is carried out in addition to this.
Traditional selection techniques tend to be based around interviews where questions are asked in relation to CV / resume information and where “fit” with organizational culture is assessed – normally in a subjective fashion. Many interview questions are hypothetical, taking the form of “What would you do if”. On the other hand, the CBA system is highly objective and specific. Read the full story…

competency based assessments for thriving CSRs

Having already decided on the key competencies required for the role/job, we now need to devise the systems and processes for gathering and assessing the evidence required to make a judgment.

Designing the Assessment Center

Our next step is to develop the role plays and CBI questions that will create the opportunities for us to gather the competency based evidence that we are looking for. Of the competencies we are seeking to verify, we need to decide which are: Read the full story….