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Competency Based Interview

This document discusses competency-based interviews, which focus on evaluating a candidate's demonstrated abilities rather than just their potential. Competencies are measurable behaviors needed to achieve organizational goals. The interview will involve behavioral questions about past experiences that required the competencies important for the job. To prepare, candidates should review the job description and identify examples from their background that show they possess the needed skills and traits.

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385 views6 pages

Competency Based Interview

This document discusses competency-based interviews, which focus on evaluating a candidate's demonstrated abilities rather than just their potential. Competencies are measurable behaviors needed to achieve organizational goals. The interview will involve behavioral questions about past experiences that required the competencies important for the job. To prepare, candidates should review the job description and identify examples from their background that show they possess the needed skills and traits.

Uploaded by

bhupendrasharma00
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Competency based Interview

The word competency is widely used in business and HR psychology and refers to the behaviours that are necessary to achieve organisational goals. A competency is also something you can measure and lists of competencies form a common language for describing how people perform in different situations. Every job in the company can be described in terms of key competencies. This means that competencies can be used for all forms of assessment, including appraisals, training needs analysis and, of course, selection. Some examples of competencies are: communication, decision making and planning.

The competencies are organised around general skills or organisational goals which form the Competency Framework.

Difference between a Competency based Interview and a general behavioural interview The difference between general behavioural interview assessment and that of competencybased interview assessment is the difference between the potential to carry out the job and that of actual demonstrated ability to carry out the job. The difference between, Telling the interviewer what you would do if...... and Telling them about a time when you did.... That difference is critical to being successful at a competency-based interview.

If you are short listed for interview, the interview will be a competency based interview. These interviews are based on the idea that past behaviour is the best predictor of future behaviour. The interviewers goal will therefore be to obtain specific examples of when and how you demonstrated particular behaviours. Interview questions are carefully designed to probe specific skills, competencies and characteristics that are relevant to job success for the position in question. In the body of a competency-based interview, the interviewer will behavioural questions structured to help the interviewer determine how strong the candidate is in the competencies critical for success in the position.

How to Prepare
To prepare for your competency-based interview, review the Role Profile and Person Specification of the post carefully, playing particular attention to the identified competencies and identifying the skills and traits likely to be assessed. Next, identify the situations and experiences that you will refer to in the interview to demonstrate these skills and traits. Competency-focused, well-structured answers are extremely powerful and will impress the interviewer.

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