Tips To Conduct Effective Competency Based Interviews
Just completed one and a half day session on “CBI“. Don’t worry. It’s nothing to do with the “Central Bureau of Investigation“. The session was on “Competency Based Interviewing” by none other than Rajagopalan Sreekumar, corporate trainer turned a good friend now. I remember my first interaction with him while he was conducting a session on ” Interpersonal Relationship Building” and since then it’s always been a great learning experience with Sree as he does not follow the normal route of training. While conducting his sessions, he acts like a professional diver who will help you explore the deepest part of the ocean and then come back satisfied realising that you had a successful voyage. He would share lots of quotes and life examples to build on the concepts and after the end of his session, you will have a list of good books to refer in future. It’s just amazing to see how he can remember so many books with the names of the authors as well. Hats off to your brilliant memory.
Coming back to the learning session on “Competency Based Interviewing“, compiling a one and a half day session is next to impossible in a 500 words blog post. However, I will still try to touch upon some key aspects that hold importance while you conduct a competency based interview with people.
What are the 5 Key Characteristics of a Good Interviewer?
- He is an ambassador of the organization
- Self disciplined and self-controlled
- Has to be a very good listener
- Has a high degree of patience and persistence
- Planned, well prepared and organized for the interview
How to Read a Resume?
- Look for measurable achievements
- Does the résumé mirror the ideal candidate?
- Mediocre candidates do not always have a mediocre resume
- Look for evidence that shows a desire to work
- Do NOT assume.
What are the three levels of Competencies?
What is the Interview Process?
- Step 1 – Manage Process and Plan Time
- Step 2 – Define Performance Expectations
- Step 3 – Develop and Ask questions
- Step 4- Decide on Answers
- Step 5 – Making the Hiring Decision
Brief on the Interview Process
Step 1 – Manage Process and Plan Time
- Set clear goals of the interview
- Train interviewers to conduct correct assessment
- Develop unified PR (Public Relations) and review your RJP (Realistic Job Previews)
- Evaluate the effectiveness of your interview process
- Assess the time spent on various stages of the interview
Step 2 – Define Performance Expectations
- Define Goals
- Job barriers
- Competency Requirements
- Address the challenges in defining the Competency Requirements
Step 3 – Develop and Ask questions
- Rapport building Stage – 2% (Time spent)
- Introductory Stage – 3% (Time spent)
- Core – Competency based, Probing, Hypothetical – 85% (Time spent)
- Confirmation Stage – 5% (Time spent)
- Closing – 5% (Time spent)
Step 4- Decide on Answers
- Why develop Answers before asking Questions
- Strategies for developing Answers to interviewing Questions
- Prepare a sample question Vs Answer key
Step 5 – Making the Hiring Decision
- Identify problems that lead to Poor Decision Making
- Prepare strategies for making a Better Hiring Decision
4 Steps for a Structured Decision Making Process
- Review Performance Expectations
- Detail Action Behaviours
- Compare against Performance Expectation
- Make Behavioral Prediction