Competency Cards

How to use The Bridge Personality competency cards for job analysis

Usually you have a certain image of a job profile. A typical accountant is conservative and reserved. A sales manager is outgoing and ambitious. Nevertheless, it is important during recruitment and selection of employees to properly identify which set of competencies the ideal candidate has for the position. You do this by means of job analysis: a process in which the required competencies for a job are identified.

In job analysis, the focus is on identifying specific competencies that are essential for a role. An effective tool for this are the 34 Bridge Personality competency cards.

What is a competency profile?

A competency profile consists of a series of competencies and associated behavioral indicators necessary for success in a particular role. These competencies can be measured with a competency test. We explain how to create a competency profile using the Bridge Personality competency cards and how to measure these competencies.

Step 1: Select important competencies for the job profile with the competency cards

Start by choosing relevant competencies for the role using the Bridge Personality competency cards. These cards contain a list of 34 Big Five competencies, each with a clear description. Select about 8 to 10 competencies that are crucial for the role. Ensure these competencies distinguish the role from others.

Step 2: Determine behavioral indicators with the competency cards

After choosing the competencies, use the competency cards to determine the behavioral indicators for each competency. These indicators are concrete behaviors that demonstrate the competency. Make these indicators clear and concise, limiting to about five indicators per competency.

Step 3: Measure competencies with The Bridge Personality

Once the competencies for the role have been established with the competency cards, you can measure them with The Bridge Personality test. This test is specifically designed for businesses and organizations and measures the 34 competencies identified on the cards.

Tips for creating a competency profile with competency cards

• Limit the number of competencies to a maximum of 10 per role.
• Focus on the content of the role, not the person.
• Be realistic in your expectations.
• Involve stakeholders in creating the profile.
• Use clear language that is understandable to everyone.

By using Bridge Personality competency cards in your job analysis, you ensure a targeted approach to link the right competencies to roles, which is essential for effective personnel planning.

Training course: job analysis with the competency cards

The Bridge Personality Qualifying Course offers specialized training for professionals in job analysis, focusing on the use of Bridge Personality competency cards. This one-day program is tailored to teach participants how to effectively utilize these cards for identifying and mapping out the competencies required for various roles within an organization. Through this course, attendees gain insights into the 34 competencies derived from the Big Five personality traits, learning how to apply them in real-world job analysis scenarios. This training is pivotal for HR professionals, recruiters, and anyone involved in personnel selection, providing them with the skills to conduct thorough and effective job analyses using the Bridge Personality competency cards.