Competency-based recruitment and managerial succession

Abstract

This article identifies and ranks the components of competency-based recruitment and the vital role it plays in managerial succession, at Bank Saderat, Isfahan province, Iran. The case study entailed a synthesis of qualitative and quantitative methods, with both interviews and a questionnaire used for data collection. The statistical sample contained 400 personnel experts and senior managers, while the qualitative sample included 17 interviewees. The questionnaire data were analyzed through descriptive and inferential statistics, including exploratory factor analysis, confirmatory factor analysis and structural equation modeling. The results show 22 components of competency-based recruitment, along five dimensions: competency, prospection, flexibility, justice and integrity. Competency has the highest factor loading and justice the lowest one. Indeed, competency-based recruitment seems to have a significantly positive effect on managerial succession. The article concludes with the study's limitations, while also discussed are policymaking implications and future research directions. © 2018 - IOS Press and the authors. All rights reserved.