When recruiting talents, should the enterprise base on the competency model of the post or the job description?

In the recruitment application, the job description is the preface, and the competency model is the standard. Only by combining with each other can we achieve the optimal solution.

Through the position structure chart in the job description, we can understand the relationship between the superior and subordinate organizations of the position, which internal and external docking departments and positions are involved. We can understand the reasons and output results of job setting through the job requirements and assessment indicators in the job description. However, the above can only get the objective information of the position. How to search for candidates with high matching and evaluate them requires a competency model.

Job description is the foundation, and competency model can only be established on the basis of job description. Job description is the general name of all the conditions that a post must have to complete its tasks, one of which is post competence. The competency model only promotes and deepens the competency in the job description, even if it is an important condition in the job description, it can't be completely equivalent to the job description.