First start with Key Accountabilities. Unlike job competencies, KAs are measurable statements that describe the 3 – 5 things that a person must do to perform this job in a way that drives success of the business. Here’s how our peers the Nielson Group describes these:
A position's accountabilities are not the same as a job description. They are instead a succinct summary of critical goals and key successes the position is held accountable to produce for the business. Accountabilities define the reasons why the position is necessary in the first place. (Nielson Group)
Here are a couple of examples:
It’s easy to underestimate how different this approach is to traditional job matching. The important advantage is that you reduce the bias of personal bias by clearly comparing a person to a JOB, not judging a person and picking them for ‘whatever’ job. More time is spent defining the JOB then critiquing the person. And, it’s not personal. Most people who interview are good candidates but not all good candidates match to a specific job.