A lengthy CV filled with degrees, certificates, and references can speak volumes about an individual's qualifications. However, it might obscure or downplay equally important attributes.

Soft skills such as social aptitude, communication, motivation, empathy, and others extend beyond the technical and academic credentials typically listed in a professional résumé. These skills are crucial for effective teamwork, problem-solving, and overall productivity, yet they lack formal recognition.

A pressing question has lingered among recruiters: Should a CV be the most critical factor in candidate selection? A study by LinkedIn provides a clear answer with precise data.

The research revealed that companies could expand their candidate pool by an astonishing eleven times by adopting competency-based hiring practices. This approach not only taps into a vast reservoir of untapped talent but also challenges conventional recruitment methods.

Expanding your talent acquisition horizon

LinkedIn's analysis, drawing on data from millions of profiles and job postings across various industries, found a significant correlation between competency-based hiring and the diversity of potential candidates. By prioritising skills, knowledge, and abilities over traditional criteria like educational background or work experience, companies can vastly broaden their talent acquisition scope.

The study suggests that competency-based hiring can break down barriers that often limit job opportunities for individuals from diverse backgrounds. This method values candidates' capabilities over their origins, promoting inclusivity and a fairer hiring environment.

Dr. Emily Chang, a noted organisational psychologist, emphasised the transformative nature of competency-based hiring: "This method represents a paradigm shift in talent acquisition. By focusing recruitment on the actual skills needed for success, companies can access a much wider pool of talent, fostering innovation and productivity."

The benefits for businesses are tangible. By casting a broader net, organisations are more likely to find candidates with specialised skills or unique perspectives that can spur growth and innovation.

"In today's rapidly evolving job market, adaptability and the capacity to learn new skills are paramount," Dr. Chang added. "Competency-based hiring identifies not only those who are fit for current roles but also those capable of excelling in future positions, ensuring the company's long-term resilience."

Despite the apparent benefits, shifting to competency-based hiring presents challenges. Traditional recruitment processes, deeply embedded in many organisations, might require significant adjustments, including investments in training and infrastructure.

As businesses increasingly adopt competency-based strategies, they focus on evaluating the specific skills, knowledge, and behaviours essential for success in various roles. This method moves away from traditional metrics like work experience or academic qualifications and instead values the actual competencies candidates bring.

By defining essential competencies for each role, companies can more accurately identify candidates who align with job requirements. This structured evaluation process considers candidates based on their skills and potential rather than their backgrounds or academic standing.

The competency-based approach departs from the one-size-fits-all mentality typical of conventional hiring. Instead of focusing solely on credentials or tenure, recruiters seek evidence of specific competencies linked to job performance and organisational success.

One significant advantage of this strategy is its ability to uncover hidden talent. By prioritising skills over formal qualifications, it opens opportunities for individuals who may have gained relevant experience through non-traditional or experiential learning paths. This not only diversifies the talent pool but also encourages innovation within the workforce.

How to evaluate people's competencies beyond their CVs:

Behavioural Interviews: Conducting behavioural interviews is an effective way to assess candidates' competencies. These interviews focus on past experiences and behaviours, prompting candidates to provide specific examples of how they have demonstrated key competencies in real-life situations. By exploring concrete examples, recruiters can gauge candidates' problem-solving abilities, communication skills, leadership potential, and more.

Assessment Centres: Assessment centres simulate workplace scenarios and tasks relevant to the role candidates are applying for. Candidates participate in various exercises such as group discussions, case studies, presentations, and role-plays, allowing recruiters to observe their competencies in action. This hands-on approach provides a holistic view of candidates' abilities, including teamwork, decision-making, adaptability, and leadership under pressure.

Skills-Based Assessments: Implementing skills-based assessments tailored to the specific competencies required for the role enables recruiters to evaluate candidates objectively. These assessments can include technical tests, situational judgement tests, coding challenges, or proficiency exams relevant to the job. By directly measuring candidates' skills and competencies, recruiters gain insights into their aptitude, problem-solving abilities, and potential for success in the role.

360-Degree Feedback: Incorporating 360-degree feedback involves gathering input from multiple sources, including peers, supervisors, subordinates, and even external stakeholders, to comprehensively assess an individual's competencies. This multi-faceted perspective offers a more holistic understanding of candidates' strengths and areas for development. By soliciting feedback from diverse perspectives, recruiters can identify patterns and inconsistencies, providing a more nuanced evaluation of candidates' competencies.

Job Simulations or Work Samples: Providing candidates with job simulations or requesting work samples allows recruiters to evaluate their competencies in a realistic work environment. For example, asking candidates to complete a project or solve a problem relevant to the role gives recruiters insight into their practical skills, creativity, attention to detail, and ability to deliver results. Job simulations offer a glimpse into how candidates would perform in the actual role, enabling recruiters to make more informed hiring decisions.