Are poorly defined influencing skills undermining your competency based job descriptions and exposing your organisation to misaligned hires, leadership gaps, and failed performance outcomes? Without a structured, validated approach to embedding influencing competencies, your recruitment process risks inconsistency, subjectivity, and legal exposure from non-standardised role criteria. The Influencing Skills in Competency Based Job Description Kit delivers a comprehensive self-assessment framework that ensures every job description you create accurately reflects the influencing capabilities required for success, aligning hiring practices with organisational strategy and compliance standards such as ISO 10667 (personnel evaluation) and SFIA (Skills Framework for the Information Age).
What You Receive
- 216 structured self-assessment questions across six maturity levels, enabling you to audit current job description practices and pinpoint gaps in influencing skill articulation, identify weaknesses in role definitions before they impact hiring quality
- 60 competency-based influencing skill statements mapped to behavioural indicators and role levels (entry to executive), providing ready-to-adapt language for precise, defensible job descriptions, eliminate vague or inconsistent phrasing that confuses candidates and hiring managers
- 12 fully customisable Word templates for integrating influencing competencies into job descriptions across functions, deploy standardised, professional-grade documentation that supports HR compliance and legal defensibility
- 360-degree influencing assessment matrix (Excel format) to evaluate internal candidates or high-potential staff, benchmark current influencing capacity and identify development pathways aligned to future roles
- Gap analysis and remediation roadmap (PDF + editable Excel) that translates assessment results into actionable improvements, prioritise updates to job descriptions based on strategic capability needs
- Industry benchmarking dataset comparing influencing skill expectations across 18 sectors, from finance to public service, ensure your job descriptions remain competitive and realistic
- Implementation guide with step-by-step workflow for rolling out consistent competency modelling across departments, enable HR teams and hiring managers to apply influencing criteria uniformly
- Instant digital download of all 487 pages of structured content, including XML-ready categorisations for integration with HRIS and talent management platforms, gain immediate access without delays or licensing friction
How This Helps You
With this self-assessment kit, you transform job descriptions from generic role summaries into strategic talent acquisition tools that explicitly define influencing as a measurable competency. You’ll reduce hiring errors caused by unclear expectations, strengthen performance management through aligned job criteria, and support internal mobility with transparent skill progression paths. Without this rigour, organisations face prolonged vacancies, mismatched appointments, and increased onboarding costs, risks amplified in regulated environments where role clarity is subject to audit. By embedding validated influencing criteria, you future-proof your workforce planning, meet accreditation requirements for human resource standards, and enhance employer branding through professional, evidence-based job design. Every day without a standardised approach increases exposure to subjective hiring decisions that erode team effectiveness and leadership pipeline integrity.
Who Is This For?
- HR managers and talent acquisition specialists who need to standardise job descriptions across departments and ensure alignment with organisational competency frameworks
- Learning and development leads building career progression models that include influencing as a core leadership capability
- Organisation development consultants designing role architecture or grading structures requiring precise behavioural definitions
- Compliance officers ensuring job documentation meets audit and employment law standards for fairness, transparency, and consistency
- Senior executives and HR directors overseeing workforce strategy and seeking to strengthen leadership bench strength through skill-based role design
This is not just another template pack, it’s a professional-grade self-assessment system that brings rigour, consistency, and strategic alignment to how you define influencing in roles. Choosing this kit means choosing precision over guesswork, compliance over risk, and clarity over confusion. Equip your HR function with the tools elite organisations use to build defensible, high-performance job architectures. Make the decision that positions your talent strategy for long-term success.
What does the Influencing Skills in Competency Based Job Description Kit include?
The Influencing Skills in Competency Based Job Description Kit includes 216 self-assessment questions, 60 ready-to-use influencing skill statements, 12 editable Word templates, a 360-degree assessment matrix in Excel, a gap analysis and remediation roadmap, industry benchmarking data, and an implementation guide. All materials are delivered as an instant digital download in PDF, Word, and Excel formats, with XML-ready categorisations for system integration.