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Competencies have come to form an intermediary language in Human Resources; they allow common understanding between applicants, staff, HR professionals. However, few classification systems have attempted to provide a common language between competency models.  This paper explores the development of such a piece of work by SHL, the Competency Framework.

This paper addresses what is the best way of assessing a candidate's current skills, future potential and personality drivers that is fast, effective and cost-efficient.

This paper presents common myths of graduate recruitment and suggests innovative ways to improve your graduate recruitment program.