Biodata are suitable for identifying natural, acquired and adapting competencies but the nature of the technique means that it is not possible to identify which particular competency is being identified, since it works on matching rather than analysis. Generally speaking, clearly defined requirements such as experience or qualifications which come under the acquired competencies are suitable for identification through explicit measurements such as application forms or straightforward interviews or tests of ability. The less visible aspects, such as personality characteristics which are to be found in the natural competencies, are better identified through indirect or subtle techniques such as testing. The adapting competencies are more suited to identification through dynamic techniques, such as interviewing, which enable elements to be explored on an interactive basis, but personality testing can identify the propensity to be adaptable, and assessment centre exercises and work simulations can attempt to replicate the real workplace dynamics.
Conclusion
With these three parts we have a good focus on the methods and skills to develop and to choose your team with the aim to increase productivity, higher levels of commitment and output, improved cooperation, better communication, more ideas and creativity, and generally a higher level of energy and motivation.
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