Competencies
Competency Based Interviews
Daunted by the prospect of a competency based interview? Let us help you demystify the process...
Traditional behavioural interviews are proven to have low effectiveness in predicting a candidate's future performance. In fact, assessing the candidate's handwriting can give just as good predictive validity as an interview by an untrained interviewer! Consequently many organisations now use competency based interviews, which remove bias and are a much more objective way of assessing relevant behaviours.
What is a competency?
Competencies are the specific behaviour patterns (including knowledge, skills and abilities) a job holder is required to demonstrate in order to perform the relevant job tasks with competence. The focus in a competency based interview is on gaining an understanding of how you have dealt with specific situations in past roles. This is evidence of what you are likely to do in your next role. These transferable skills mean that even if you haven't done the job before, you can demonstrate that you have the capability to move up to the level required.
Here are examples of competencies and descriptions of how they are evaluated:
Problem solving and decision making: Taking ownership of problems and decisions. Empowering others to problem solve and make decisions. Stepping in to long running problems and holding the right people accountable for solving them.
Capability building: Managing performance of your team and developing the skills and behaviours needed within the team in order to meet the organisation's objectives. Adapting leadership style to get best performance from individual team members. Putting in succession plans. Looking at learning and developing plans from an ROI perspective.
Partnership: Acting as a team for the good of the organisation as a whole. Effective cross-functional working to get the job done. Building collaborative relationships with internal and external customers and partners.
How do I answer the questions?
Look at the job description, role profile or advertisement. Identify the key responsibilities (use a highlighter if it helps). Ask yourself these questions:
- What is most important in the role?
- What will they measure the job-holder on?
- What are the skills they need?
- What are the main challenges?
- What do I have to demonstrate from my previous experience to prove that I can do it?
Then, think about case studies from your experience that demonstrate how you can answer those questions. Use the STAR model in your answer —
- Situation — what the problem/issue was, the consequences of it continuing?
- Task — what did you need to do to solve it (and how did you decide that)?
- Action — what action did you and your team take to solve it?
- Result — what were the outcomes (for all stakeholders — organisation, customers, your team)? Any learning objectives — what would you have done differently?
Try and come up with some meaty answers that will address all the competencies you think the interviewers will be looking for (there are usually two interviewers — one will ask the questions, the others will make a note of your answers). Focus on the outcome and how these contributed to the overall objectives of your role and of the organisation.
Good luck!
If you would like more information on how to identify your own previous achievements or how to "unpack" them into a competency model please call or email us.