Competence as a success factor

When talent shortages hit and job postings don’t attract the desired wave of applicants, what can you do? Loosening requirements may bring in more candidates, but it can also lengthen the hiring process. Could recruitment be handled more efficiently?

Recruiting the Right Competence

The demand for skills in companies is changing faster than ever. Processes evolve and automate, systems are replaced, and as the world gets smaller, the importance of language skills grows. The media often talks about a talent shortage, but could the real challenge be identifying the right competence?

In recruitment, competence identification means evaluating candidates’ skills, knowledge, and abilities to determine whether they have the qualifications and traits needed to perform a role effectively and successfully.

Beyond education and work experience, competence is often assessed through various methods such as tests and evaluations measuring key skills and role fit. Commonly evaluated competencies include technical skills, communication, logical reasoning, teamwork, and leadership potential. By focusing on competence rather than formal background, employers can more easily recognize potential in people who have gained experience in other fields, through unconventional study paths, or even via hobbies.

Recruiting based on competence rather than solely on degrees or years of experience ensures that the selected employee is motivated, engaged, and able to perform efficiently, with less time needed for onboarding. The right match increases retention, enhances team performance, and improves overall job satisfaction.

Defining the Required Competence 

In recruitment, it’s essential to define the needed competence early in the process:

• What are the key skills, knowledge, and experience required for the role?
• How should specific requirements and expectations be communicated in the job ad or verified during the direct search process?
• Where can the desired competence be found, and what alternative recruitment channels exist?
• How do you attract and engage ideal candidates?
• How do you ensure their skills and values genuinely align with the organization’s needs and culture?

Identifying Competence

Competence can develop in many ways, through internships, projects, coaching, job rotations, online learning, volunteer roles, or even personal pursuits. In addition, success at work depends on soft skills, communication, adaptability, and collaboration, which are often best identified through interviews and reference checks.

“At StaffPoint, we aim to understand our clients’ needs beyond the surface. We begin every search with joint planning, challenging existing approaches to better target the search and attract even passive candidates who might not have applied otherwise,” explains Minna Arneal, Director of StaffPoint Professionals.

“Our recruitment consultants know the candidate market inside out. They handle hundreds of applications daily and contact passive candidates across industries, discussing their motivations, fears, and aspirations. Together with the client, our consultants structure the recruitment phases, maintain transparent communication, and keep both clients and candidates updated throughout. We consistently receive excellent feedback on our efficiency, communication, and process transparency. I truly believe we are among the most skilled and cost-effective operators in Finland for professional and specialist recruitments,” adds Nina Antink, International Accounts Director, StaffPoint Professionals.

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