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<p>This research investigates the impact of competency-based hiring on organizational success, with a focus on utilizing the analytic hierarchy process (AHP) for candidate selection. The study explores the most sought-after competencies by recruiters and their importance in the hiring process. Employing a case study methodology, the paper evaluates four applicants for an inside sales specialist (ISS) role at an educational technology (EdTech) firm. Data were primarily gathered through company recruitment initiatives and supplemented with information from secondary sources. The AHP evaluation considered four primary factors: ‘salary expectations’ (SE), ‘knowledge’ (K), ‘experience’ (E) and ‘education’ (Ed). Findings revealed that while ‘K’ and ‘E’ are vital, organizations often favor candidates with lower ‘SE’ and skills over those with extensive experience demanding higher salaries. The research demonstrates AHP’s efficacy in facilitating complex hiring decisions by systematically evaluating multiple competencies. It concludes that competency-based recruitment is crucial across various industries. This study contributes to the understanding of contemporary hiring practices and provides valuable insights for HR professionals implementing competency-based recruitment strategies.</p>

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Balancing skills and expectations: AHP analysis of competency-based recruitment in the EdTech sector

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2025年4月4日

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  • Pratima Sarangi,
  • Ratnakar Mishra,
  • Amarnath Padhi

摘要

This research investigates the impact of competency-based hiring on organizational success, with a focus on utilizing the analytic hierarchy process (AHP) for candidate selection. The study explores the most sought-after competencies by recruiters and their importance in the hiring process. Employing a case study methodology, the paper evaluates four applicants for an inside sales specialist (ISS) role at an educational technology (EdTech) firm. Data were primarily gathered through company recruitment initiatives and supplemented with information from secondary sources. The AHP evaluation considered four primary factors: ‘salary expectations’ (SE), ‘knowledge’ (K), ‘experience’ (E) and ‘education’ (Ed). Findings revealed that while ‘K’ and ‘E’ are vital, organizations often favor candidates with lower ‘SE’ and skills over those with extensive experience demanding higher salaries. The research demonstrates AHP’s efficacy in facilitating complex hiring decisions by systematically evaluating multiple competencies. It concludes that competency-based recruitment is crucial across various industries. This study contributes to the understanding of contemporary hiring practices and provides valuable insights for HR professionals implementing competency-based recruitment strategies.