Contents:
- COMPETENCE MATRIX
Before you start
COMPETENCE MATRIX
Before starting the recruitment, we recommend to sit down and to writedown all the competencies you are looking for in a candidate in order to be successful in the position e.g.: problem solving, open mindedness, communication skills, ability to build relationships. Also set the level for each competence that is required, e.g. for problem solving: “Creates good structures through which to approach problems and suggests at least one original and reasonable solution”
We recommend setting more levels e.g. not acceptable, acceptable, extraordinary. After you know your standards, ask yourself what kind of activity best proves these competencies and what kind of behavior you are going to count as an evidence for them (e.g „Responds positively to negative student behavior” for Building relationships or “Checks for understanding” for Open mindedness).
From all this information there is just one step to form a completecompetence matrix which is going to be a useful tool to have at hand during the selection process.
The best way to use such a competence matrix is to observe the behavior of the candidate and record as much of it as possible. Just after seeing the evidence try to determine the suitable level of the concrete competencies based on the matrix.
Examples:
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