What are the SHL Competency Profiler cards?
Each SHL Competency Profiler card pack consists of: 8 'factor' cards, 20 'competency dimension' cards and 16 'sort' cards.
The 8 'factor' cards contain descriptions of general categories of behaviours that influence performance across different jobs. The 20 'competency dimension' cards contain more detailed but concise descriptions of certain behaviours that influence job performance. The 16 'sort' cards can be used to prioritize the 'factor' and 'competency' cards with reference to contextual factors, such as importance, frequency and complexity.
Who can use the cards?
The SHL Competency Profiler Cards have been written so that people throughout an organisation can use and understand them. To gain the most benefit from the use of the cards, they should, however, be facilitated by those with training in, or experience of, job analysis.
How can the cards be applied?
The SHL Competency Profiler Cards can be used to carry out high-level job analysis and support HR processes across all stages of the employee lifecycle.
- The cards can be used with managers and job-holders to profile a specific job. This information can then be used to structure the recruitment and selection process, to identify appropriate assessment products and to assess potential against the required competencies.
- The job profile information can also be used in a developmental context, to identify an individual’s strengths and weakness against the competencies required for their job.
The guide provided with the cards outlines a variety of best practice techniques and applications to help you get started.
After using the cards, the online Competency Profile can also be used to search for products relevant to selected competencies or request a tailored Person-Job Match Report.
Getting advice
The cards are not suitable for developing detailed competency models, mapping existing models to the SHL Universal Framework or carrying out in-depth job analysis. If you are interested in any of these applications please contact SHL to discuss your requirements. In high-stake recruitment situations in particular, SHL strongly recommends that a detailed job analysis is conducted prior to selecting assessment tools.