We are working on a very tight project schedule. Most of our staff members work late almost every day. Are you prepared to work long hours?
What is cost control? Are you good at it?
Competency-based interviews can help.
Eligibility + Suitability = Good Fit
Suitability tends to be about people’s attitudes and behavioural tendencies. They are the factors defined as Value-Based Competencies. It is typically much more difficult to get a clear idea of how suitable people will be before they are appointed.
Competency-Based Interviewing Technique
The art of finding the right person (Star) is to use a structured approach. Therefore, we identify the relevant past behaviour to allow forming a judgement on likely future behaviour. Such approach is known as Competency-Based Interview (CBI).
- Eliminate misunderstandings about an individual’s experience,
- Prevent personal impressions from affecting evaluation and
- Reduce an individual’s opportunity to mislead or exaggerate their capability
- Define job requirements that are essential for a successful job holder – purpose of the role, line of reporting, responsibilities and competencies.
- Decide on the competencies you are looking for
- Develop competency-based interview questions using STAR approach (Figure 2).
Conclusion
In conclusion, identifying knowledge and skill set of a candidate is rather easy. However, finding the right mind-set is a more difficult task. Using a set of value and competency-based interview questions enables managers to spot the STAR, the person who does not only bring the required aptitude but also “fits” in the organisation.
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