Introduction: Selecting human resources for accomplishing tasks in organizations is one of the most critical and fundamental functions of the organization, which has direct effect on success or lose of the system. Regarding new challenges in selecting the employees, it seems re-designing general- and specialty-based selection model is unavoidable
Methods: This research has a qualitative approach and has used the data theory method (Grounded theory) as the research method. The data gathering method was the study of upstream documents and open interviews with 15 elites. The validity was confirmed by interviewers and experts. Reliability also using assessed using test-retest, which were 66 % and 86 % respectively. Continuous comparison and three - step coding (open, axil, selective) were used to analyze the data.  Confirmatory factor analysis was used for general model, Boyatzis model was employed for determining special requirements.
Results: The general competency – based selection model include components such as the use of modern tool in the evaluation of competencies, change the rules and regulation and guidelines, modifying the selection structure, the use individual, administrative, and social components along with beliefs , ethics and politics in assessing competencies. Recognition special competencies needs employing effective and precise model(s).
Conclusions: Selecting human resources in administrative organizations requires reviewing the paradigms, approaches, methods, and tools when determining general and special competencies. Using special competencies in selection and also in appointments, is strongly recommended.