Competency Based Interviewing

Larger organisations, do you train your employers in interviewing skills? DO you have a blue print interview process? It may be worth exploring. Competency-based interviewing leaves no holes barred and provides a uniformed and structured interviewing technique.

The interviewing method avoids biases, and judgments, and allows fair, unbiased interviews. It is quicker becoming the preferred interviewing technique.

Each question posed focuses on a pre-defined competency. Interviewees are asked questions relating to their behaviour in specific circumstances, which they then need to substantiate with their own experiences in the workplace.

Some key competencies are:

  • Teamwork
  • Communication skills
  • Decision making
  • Leadership
  • Problem-solving
  • Organisation

Preparing the interview takes some thought.  The interviewers must determined which type of answers would score positive points and which types of answers would be negative in regards to the candidate being matched for the job.  An example of a negative indicator and losing points might be that the candidate blames a mistake in a previous role, on another person rather than admitting it. The answers are marked against each indicator and competence.

Training should be sought to enable competency based interviewing in the larger company. Typically this would run over 1 or 2 days with a test at the end. The pass mark can be low as the course are extremely thorough and detailed, which is why the course running the longer timeframe may be preferred.

About Sandra Nelson