Competency Based Interview

1
Objectives

 Be able to use the Competency Framework for carrying

out assessments
 Be able to select the right candidate based on required
competencies
 Be able to relate the candidates’ competencies with
work performance
What are competencies?

• Competencies are defined behavioral skills combined with

technical knowledge and skills that will serve as indicators of
success in a position.
Why use them?

 It is critical that organizations assess how selections are

made. With limited promotional opportunities, and planned
attrition, getting the right people into the right jobs becomes
more critical to our success as an organization.
 The cost of an unsuccessful selection is an expense that
organizations can’t afford.
 Competencies can be developed; the emphasis of a
competency based interview is the learning agility of
applicants, and how that learning agility can be used to
assess success in a position.
 Gives the organization a tool to evaluate known quantities
and see them in a different light, and evaluate their ability to
make effective contributions to the organization
What is a competency-based interview?

Competency based interviewing has a different focus; the

focus shifting to assess the learning agility of
applicants, based on identifying competencies, and
using the interview process to obtain in-depth
information about applicants, and how they perform,
and translate learning to new situations.
 Introduction
to Competency-Based Interviewing

As demonstrated in the questions, the emphasis of a

competency based interview is on the applicants’ life
learning; interviews of the past have focused on
accomplishments and future plans; competency based
interviewing assesses the individual as a whole.

Competency based interviewing emphasizes excellent

communication throughout the interview; with the focus on
learning, applicants with substantial learning generally
interview better than those applicants with good interviewing
skills, but who possess little self-awareness.

Competency based interviewing places the emphasis on the

applicant’s individual ability to relate learning from
experience to the position in question.
Competency Framework

 Different types of competencies?

Technical Behavioral Process

Technical skills People skills like An employee’s

possessed by employees leadership skills, knowledge of specific
eg. Java coding or C++ ability to work well in processes, necessary
testing, etc a team, etc. to do work
Competency Dimensions - Behavioral

Behavioral
Organizes and directs quality of work

Drives for value added results

Anticipates and handles critical situations

Builds Technical Capabilities

Demonstrates Professionalism and Confidence

Maximizes Team Performance

Communicates Effectively
Competency Dimensions - Process

Process
Configuration Management

Estimation

Project Management

Metrics analysis

QMS

Reviews
Competency Dimensions - Technical
Skills Competency
.Net/VB/C# Coding, Design, Support & Maintenance, Deployment, Testing

Cpp Coding, Design, Support & Maintenance, Configuration &

Deployment, Testing
Database Technologies Build & Implement, Design & Architect, Support & Operate

Delivery Management Process

EAI Technologies Coding, Design, Support & Maintenance, Deployment, Testing

Host/Server Platform Coding, Design, Support & Maintenance, Deployment, Testing

Java Technology Platform Configuration & Deployment, Design & Architecture,
Programming & Development, Support & Maintenance,
Testing
JD Edwards Coding, Design, Support & Maintenance, Testing
Oracle Apps - Functional Configuration & Deployment, Design & Architecture, Support &
Maintenance, Oracle Apps Functional Knowledge
Oracle Apps - Tech Coding, Design, Support & Maintenance, Deployment,
Testing, Design & Architecture
Oracle DBA Configuration & Deployment, Design & Architecture, Support &
Maintenance
Competency Dimensions - Technical
Skills Competency
PeopleSoft Coding, Design, Support & Maintenance, Deployment, Testing

SAP – Basis Design, Support & Maintenance, System Build / Installation,

Testing
SAP - Functional Configuration, Deployment, Design, Support & Maintenance,
Testing
SAP - Technical Coding, Deployment, Design, Support & Maintenance, Testing

Siebel Coding, Design, Support & Maintenance, Testing

Testing Config Management, Test Architect, Test Automation/Tools,

Test Code/Script, Test Design, Test Execution, Test Project
Management, Test Reporting
Example
Competency
Proficiencies Job Fitment
Organizes and directs
ASE
quality of work
Competency Type
P1
Drives for value added SE
Beginner
results
Anticipates and handles P2 SSE
Behavioral
critical situations Trained
Competencies AM
Builds Technical P3
Capabilities Skilled
M
Demonstrates
Professionalism and P4
Confidence
Expert SM
Maximizes Team
Performance
Based on
Communicates competency
Effectively matrix shown by
Assessed by candidate during
interviews, his job
Trained & role fitment is
Assessors decided

over desired
skills
Timelines

• Implementation

• Roll Out

• Validation by • Briefing sessions

Capability Leads

•Draft to be prepared • Validation by

Leadership
•Competency based
Interview forms

3rd week April 4th week April 4th week April 4th week April
 Threshold Levels

Application Application Coding, Application Application Application

Career Design & Programming and Application Configuration & Support & System Build / Process
Level Architecture Development Testing Deployment Maintenance Installation Knowledge
JSE 0 1 1 1 1 1 0
SE 1 2 2 2 2 2 1
SSE 2 4 3 3 3 3 2
TL 3 3 3 4 4 3 3
AM 3 2 4 2 3 2 3
M 4 2 2 2 2 2 4