If an ideal prospective employee walked in the door, would you know it? Many firms today are using a process called "competency modeling" to help their organizations target the characteristics that distinguish average employees from top performers.

Competency modeling involves determining, as accurately as possible, what combination of traits and abilities are required for legal professionals to excel in their jobs. This process not only helps you hire the most qualified people – it also uncovers areas in which employee training might be useful. Several strategies follow that are designed to help you build an effective competency model:

Interview Your Top Talent
Nearly every firm employs several "stand-outs" who consistently outperform their peers. For example, if you're a legal administrator overseeing a department of 12 employees, you may have a particular staff member who has become the "troubleshooter" by default. Coworkers rely on his or her interpersonal skills and problem-solving abilities when they need to resolve an issue. The key to competency modeling is determining what it is about such extraordinary performers that make them so good at their jobs.

One of the easiest ways to gain this insight is to observe outstanding employees directly.

• What, if any, special skills do they possess?
• What personality traits do they share?
• What common attitudes and beliefs do they bring to work?

There will likely be patterns that emerge. These are the qualities you should consider incorporating into your competency model.

Talk to Clients and Vendors
Your clients and vendors also can prove to be sources of valuable information. Seek input from those with whom your staff interacts on a regular basis. You may find they value a particular employee because he or she listens carefully to their requests and often is able to resolve issues independently, rather than passing the problem on to someone else. Based on that information, you would incorporate problem-solving ability and accountability into your competency model.

Put Your Competency Model to Work
Once you've determined the skills your firm requires, the next step is locating individuals who demonstrate these skills. If you're in the process of hiring, develop interview questions that specifically address key competencies such as problem-solving or strategic planning. With pre-established guidelines in place, you will increase your odds of making the best hiring decisions.

A competency model also can help you improve the skills of your current employees. Weigh their strengths against those you've found to be most important to your firm's success. If you find a gap that applies to a significant number of workers, you may need to invest in additional training. This is an excellent way to build leadership talent from within.