Attracting, securing and retaining talent in the market has become an increasingly complex and costly task in modern times.

A recent global survey on talent acquisition revealed that up to 68% of HR professionals report problems filling positions, up from 50% in 2013.

Recent research from the Allegis Group in December 2015 corroborates this view. The research reports that 83% of 1,400 employers surveyed believe that attracting and retaining talent is a growing challenge. In addition, 80% cite applicant quality as the main stumbling block in their talent strategy, with 40% reporting it as a “significant” issue.

Determining if a candidate possesses the attitudes and behaviour patterns required to use their knowledge and technical skills to perform their job successfully is vital. The true measure of a well-oiled recruitment process is finding the best candidates for the organisation in terms of knowledge, skills, temperament, cognitive reasoning and corporate culture.

Traditional recruitment practices make use of credentials as a measure of the suitability of candidates. Many recruitment professionals can attest that credentials alone, are often not a great indication of how successful a candidate will be at performing the job. Performing competency assessments leads to determining a competency gap that is recognised only after a candidate has been placed, will negatively affect overall team productivity and might bear financial implications, relating to upskilling the new employee. A mismatched candidate may also result in lower staff satisfaction and ultimately, a higher staff turnover rate.

It is, therefore, vital to slow down the recruitment process and put means in place to ascertain how suitable a candidate is based on his/her actual ability to carry out his job requirements successfully.

Recruiters and talent acquisition managers must be empowered with the information needed to make intelligent, long-term hiring decisions. Integrating a comprehensive competency assessment into the recruitment process is a good means of determining, upfront, how likely it is for a candidate to succeed in a specific role.

Over the years, Litha-Lethu Management has formulated a competency assessment framework that allows hiring managers to bridge the “competency gap” in the recruitment process. We believe that competencies and skills are the basic building blocks of human capital management, and serve as the core element linking individual performance with overall business objectives.

Litha-Lethu designs and delivers transparent, diverse skills auditing and competency assessment services to:

• Qualify recruitment and selection decisions and determine the best match between the individual and the job;
• Enable retention strategies;
• Assess leadership capability; and
• Enhance talent management and succession planning.

Validated psychometric instruments and competency-based assessments are used to tap proficiency in the specific competencies required of the role and strategic intent. The assessment process delivers; a consolidated management report specifying talent pools, strengths, and potential development areas; and individual feedback, with a suggested development plan to address weaknesses and capitalise on strengths.

Let us bolster your recruitment process and make it easier for your company to identify, and acquire quality, skilled talent. Contacting us is the start.