Creating skills and behaviours

To get started, navigate to the settings page (in the bottom left corner), and then to the competencies tab. If you can't access settings you might have a limited access level. Reach out to HR or use the intercom chat in the bottom right corner.

You will see a list of skills and behaviours available to your organisation. You can click on each skills to see the definition, rubrics and questions. 

To create a new one, click on the Create New button on the top right. To begin with, you will need to specify its name, a brief description and determine if it is a skill or a behaviour.

Editing the details

It is important to be as descriptive as you can when you create the competency. This will make sure that you and your team are aligned on how to evaluate and measure it. 

There are three things you should fill out when creating a competency: The description, the rubrics and the interview questions.

Description:

The description helps you align on the definition of the competency. What specific skill or behaviour are you looking to evaluate?

Rubrics:

The rubrics are critical to align the ratings and the expectations of everyone in the team about the different proficiency levels of the competency. We recommend using a scale from Lacking to Exceptional, with a few steps in between.

Using this scale makes sure that you capture how good someone is at the skill, as well as the gaps between their knowledge.

In general, the rating scale is set up in the following way:

  1. Lacking: Lacks relevant experience or understanding for the area
  2. Basic: Has limited experience but shows some relevant knowledge and understanding
  3. Advanced: Is experienced and meets most criteria
  4. Expert: Is highly experienced and meets all criteria
  5. Exceptional: Is a recognized authority who can serve as a key resource and advise others in the area

Interview questions

Lastly, write questions that help the interviewer to focus on the specifics. It is helpful to write 2-3 questions, depending on the competency.

Try to ask questions that help the candidate describe a specific instance of when the competency was displayed, like: Tell me about the last time you demonstrated this skill. Describe the situation. What did you do? What was the result?

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Example:

  • Skill: Communication
  • Description: Conveys messages effectively and is proficient in presenting information orally and in writing.
  • Rubrics: 
  1. Lacking: Expresses themselves in an unclear way, lacking focus or direction.
  2. Basic: Conveys messages with some clarity and focus.
  3. Advanced: Presents information clearly, orally and in writing. Responds to questions with well thought through answers.
  4. Expert: Targets communication based on the knowledge and interests of the audience. Produces high-quality text material. Summarizes even the most advanced subject in short and concise sentences, both orally and in writing.
  5. Exceptional: Others turn to them for advice on how to best get messages across to different audiences. Presents complex information in a clear and persuasive way. Holds successful oral presentations spontaneously or with little preparation.
  • Questions: 
  1. Describe a recent situation where you had to convey a difficult message to someone you were working with.
  2. Tell me about the last time you had to give a presentation on short notice.
  3. Give me an example of a situation when you summarized complicated information in writing for a wide audience.

What is next?

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