Staffing

Plan human resources needs for the short, medium, and long term, and implement strategies so the organization can hire the required qualified workface at the right time. Design strategies to develop a strong employer brand.

I am in "awareness" zone of this competency if:

I am able to assess my environment in order to act independently in simple situations and identify a competent resource to act in complex situations.

This means I:

Uphold and promote laws, public policies, and best practices in staffing processes.

Stay current on new developments in staffing.

Communicate best staffing practices.

Introduce recognized approaches to staffing.

Identify needs (number of workers and competency profiles required) and workforce availability within the organization.

Help improve staffing processes, practices, and policies.

Consult the right resource for situations that call for a higher level of competency and expertise.

I am in the « working knowledge" zone of this competency if I have mastered "awarness" zone and:

You are able to act independently in simple situations and with assistance in more complex situations.

This means I:

Draw up an action plan to fill current and potential workforce gaps.

Design processes and tools to ensure that the right choices are made and select candidates who best match organizational needs and values.

I am in the "full command" zone of this competency if I have mastered all previous levels and:

You are able to act independently or in collaborative mode in complex situations.

This means I:

Perform a diagnosis of the organization’s workforce needs (number of workers) based on the business plan, organizational priorities, and the market.

Design an attraction strategy to equip the organization with a pool of candidates in line with organizational priorities, business objectives, and short-, medium-, and long-term needs.

Develop a strategy and tools to promote the organization among potential candidates and showcase its employer brand.

Devise processes and tools to offer an experience to candidates and new employees that is representative of the organization’s culture and values.

Develop strategic partnerships for the recruitment of hard-to-find or international employees.

Share best practices and developments in staffing within the organization.

I am in the "expertise" zone of this competency if I have mastered all previous levels and:

You are able to act as a resource and take part in the development of other professionals.

This means I:

Spearhead innovation in competency development and ensure staffing knowledge is transferred.

Communicate developments in staffing (outside of the organization).

I am in the "leadership" zone of this competency if I have mastered all previous levels and:

I am able to improve the field.

This means I:

Design innovative staffing tools.

Develop new models or conceptual frameworks related to staffing.

Take action to help the labour market and society as a whole progress in terms of staffing.

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