Wood Dale, IL 60191 US
- The technical knowledge required by the role must be identified in order to cover the role successfully (these skills will be a "mirror" of the activities listed above, which will also be reported in the "Task" column). The individual activities listed in the previous table, for which the relevant competence is required, must be written; The expected levels for each of the listed competences must be defined:
- 1) "basic competence": basic ability / knowledge; basic theoretical and practical-operational skills in execution following standard procedures; no autonomy;
- 2) "operational competence": theoretical and general ability / knowledge; the person is able to understand the fundamental aspects and follow standard processes; minimum operating autonomy;
- 3) "accomplished competence": complete knowledge / ability. The person is able to follow standard processes; complete operational autonomy;
- 4) "advanced competence": advanced and in-depth competence / ability; the person is also able to transfer the competence and is pro-activity in carrying out the standard processes also proposing improvements;
- 5) "consolidated competence": competence / capacity of competence without any limit; total autonomy. It represents a theoretical and operational reference and tends to improve and devise new processes.
- 1] The skills of knowing how to be, personal characteristics, attitudes in the workplace and the relational methods necessary for the person in order to play the role successfully (Max. 4 soft skills) must be defined. See example list attached. The expected levels for each of the person's soft skills envisaged by the role must be defined according to the following measurement scale:
- 1) "minimum level";
- 2) "basic level";
- 3) "accomplished level";
- 4) "advanced level";
- 5) "consolidated level".
Meet Your Recruiter
Andy Borycki is a proficient Technical Recruiter with a focus on the Automation Division. With 2 years of invaluable experience in the recruitment field, Andy's passion lies in assisting candidates who are genuinely motivated to embark on new career journeys or redefine their existing roles.
In his role as a Technical Recruiter, Andy's expertise in the Automation Division allows him to expertly connect candidates with opportunities that align with their career aspirations. His commitment to understanding each candidate's unique experiences and goals positions him as a trusted partner in their professional endeavors.
What Andy enjoys most about his work is the opportunity to support candidates who have a genuine desire to find new opportunities or enhance their existing positions. He derives immense satisfaction from guiding individuals motivated to make a change and dedicated to advancing their careers.
Andy's advice to job seekers reflects his emphasis on long-term thinking. He has observed that many candidates focus on the short-term benefits of a job offer, but he encourages them to consider the bigger picture. He believes that thinking about how one can progress and grow within a company in the long run is crucial, as this perspective can lead to more fulfilling and sustainable career choices.