Identify the failure points in competency-based recruitment most likely to cause loss, and control them first.
Competency and Skills-Based Recruitment
Move competency-based recruitment from general awareness to a repeatable, reviewable practice.
📍 Tripoli🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Most disputes about competency-based recruitment begin as a conversation that was handled badly. Policy on this part of people management and development is judged by how it is applied in the difficult cases, not the easy ones. Post-incident reviews keep identifying weaknesses in the wider people management and development agenda that were visible long before the incident. The programme builds the judgement to know which parts of competency-based recruitment to standardise and which to leave flexible. Participants who influence the people management and development capability without directly controlling it will find the content directly usable. What blocks progress on the wider people management and development agenda is usually unclear ownership rather than unclear intent. Work is grounded in real cases drawn from competency-based recruitment, which each participant adapts to conditions in their own organisation. Participants leave with a method for this strand of people management and development, not a set of opinions about it. The final module sets out how progress on this area of people management and development will be evidenced six months later.
Expected Learning Outcomes
Plan succession and continuity for the roles most exposed to competency-based recruitment.
Establish what evidence would demonstrate that competency-based recruitment is under control.
Design the communication that makes competency-based recruitment understood rather than merely announced.
Agree the first three actions on competency-based recruitment that will be taken on returning to work.
Address the equity and inclusion implications of competency-based recruitment deliberately.
Build the evidence base on competency-based recruitment from data the organisation already collects.
Who Should Attend
Quality staff verifying that competency-based recruitment performs as designed.
Recruitment and resourcing staff affected by competency-based recruitment.
Employee relations specialists handling cases arising from competency-based recruitment.
Senior leaders accountable for the culture competency-based recruitment produces.
Legal and compliance advisers reviewing competency-based recruitment.
Specialists advising senior management on competency-based recruitment.
Course Modules
Competency-based recruitment: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1Applying competency-based recruitment consistently to the person you like least
- Script the difficult conversation competency-based recruitment requires and rehearse it.
- Define who decides on competency-based recruitment and who may only recommend.
- Name a single owner for each element of competency-based recruitment.
- Plan succession for roles most exposed to competency-based recruitment.
Session 2Keeping records on competency-based recruitment that are lawful and useful
- Check that competency-based recruitment still works when volumes rise unexpectedly.
- Set the annual review point for competency-based recruitment and who attends.
- Set the consistency check that catches uneven application of competency-based recruitment.
- Define acceptance criteria for competency-based recruitment in advance.
Competency-based recruitment: review, learning and adjustment
2 sessions · 8 pointsSession 1Building manager capability in competency-based recruitment rather than owning it centrally
- Train line managers on competency-based recruitment rather than handling every case centrally.
- Establish who is informed, consulted and accountable in competency-based recruitment.
- Compare intended and actual outcomes of competency-based recruitment honestly.
- Write down the assumptions underpinning the approach to competency-based recruitment.
Session 2Appeals and grievances arising from competency-based recruitment
- Estimate the cost of competency-based recruitment and the cost of leaving it unchanged.
- Check that competency-based recruitment complies with current labour regulation in every location.
- Map the handovers in competency-based recruitment between functions and secure them.
- Record the rationale for each significant choice made about competency-based recruitment.
Competency-based recruitment: fairness, equity and consistency
2 sessions · 8 pointsSession 1Explaining competency-based recruitment so people believe it
- Reduce the variation in how competency-based recruitment is carried out between teams.
- Identify the data the organisation already holds that bears on competency-based recruitment.
- Set out the decisions in competency-based recruitment that require sign-off and by whom.
- Agree the smallest change to competency-based recruitment that would be visibly useful.
Session 2Building the method for competency-based recruitment step by step
- Set escalation thresholds for competency-based recruitment that work out of hours.
- Plan the sequence in which improvements to competency-based recruitment will be introduced.
- Measure the effect of competency-based recruitment on retention and performance, not activity.
- Agree what will be standardised in competency-based recruitment and what will not.
Competency-based recruitment: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Building lasting competence in competency-based recruitment
- Review competency-based recruitment for unintended equity effects across groups.
- Document the reasoning for every exception granted under competency-based recruitment.
- Test the policy on competency-based recruitment against three real cases from the past year.
- Ask employees what competency-based recruitment feels like from their side.
Session 2The decisions in competency-based recruitment that cannot be delegated
- Identify the data already collected that bears on competency-based recruitment.
- Build the internal briefing that explains competency-based recruitment to those affected.
- Design the communication for competency-based recruitment around the questions people will actually ask.
- Distinguish symptoms from causes when competency-based recruitment underperforms.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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