In the competitive world of local government recruitment, finding the right leader isn’t just about filling a vacancy, it’s about securing someone who can navigate challenges, deliver on strategic goals, and inspire a team. Traditional hiring practices often focus heavily on qualifications and experience, but are these truly the best predictors of success?
Increasingly, councils are turning to capability frameworks to take the guesswork out of recruitment. At Leading Roles, we’ve seen firsthand how these frameworks can transform the hiring process, ensuring the right people are chosen for the right roles. Here’s why capability frameworks matter and how to use them effectively.
What is a Capability Framework?
A capability framework is a structured model that outlines the skills, behaviours, and attributes required for success in a role or organisation. Unlike job descriptions, which often focus on specific tasks, capability frameworks emphasise how work is done and what competencies are needed to achieve outcomes.
For example, leadership capabilities might include strategic thinking, stakeholder engagement, resilience, and the ability to foster innovation. These go beyond technical expertise, capturing the full range of qualities needed to thrive in a leadership position.
Why Use Capability Frameworks in Hiring?
Align Roles with Strategic Goals
A well-designed framework ensures every role aligns with the council’s broader objectives. Hiring against these capabilities means you’re selecting leaders who will contribute to achieving long-term goals.Move Beyond Resumes
Experience and qualifications are important, but they don’t paint the whole picture. Capability frameworks help assess candidates on leadership behaviours, problem-solving skills, and cultural alignment—factors critical to success in dynamic environments.Support Consistent, Fair Hiring Practices
By providing a clear set of criteria, capability frameworks reduce bias and ensure all candidates are evaluated against the same standards. This promotes fairness and transparency in recruitment processes.Future-Proof Your Leadership Team
Capability frameworks emphasise adaptability and growth potential, helping you hire leaders who can navigate change and drive innovation in evolving circumstances.
How to Implement Capability Frameworks in Hiring
Choose or Customise a Framework
Established models like the NSW Local Government Capability Framework or McKinsey’s CEO Framework provide excellent starting points. Alternatively, you can develop a tailored framework reflecting your council’s unique needs and values.Incorporate Capabilities into Job Profiles
Replace traditional lists of tasks with clear capabilities. For example, instead of saying “manage community projects,” include “demonstrates strategic planning and stakeholder engagement to deliver impactful community outcomes.”Assess Against Capabilities
Use the framework throughout the recruitment process. Behavioural interviews, situational tasks, and psychometric testing can help evaluate whether candidates possess the required capabilities.Embed Capabilities in Onboarding and Performance Reviews
Hiring is just the beginning. Capability frameworks should inform onboarding, professional development, and performance reviews, creating alignment across the leadership journey.
The Leading Roles Perspective
Capability frameworks aren’t just a trend, they’re a smarter, more strategic approach to hiring. By focusing on the attributes that drive success, councils can build leadership teams equipped to navigate complexity, foster innovation, and deliver for their communities.
At Leading Roles, we help councils integrate capability frameworks into recruitment and development processes, ensuring every hire contributes to a stronger, more resilient organisation. If you’re ready to take your hiring practices to the next level, we’re here to help. Contact us at hello@leadingroles.com.au or call 1800 088 000.
* Article Image Reference: The CEO’s Essential Checklist: Questions Every Chief Executive Should Be Able to Answer