HOW TO ACE COMPETENCY BASED INTERVIEW QUESTIONS- AN EMPLOYERS GUIDE
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INTRODUCTION TO COMPETENCY BASED INTERVIEW QUESTIONS
A competency-based interview is a type of interview that is becoming increasingly popular among employers. It is a structured interview process that focuses on the candidate’s skills, abilities, and experiences in order to assess their suitability for the job.
This type of interview can be beneficial for employers as it allows them to gain a better understanding of the candidate’s capabilities and how they might fit into the role and your organisation (Raisova, Tereza, Human Resources Management & Ergonomics 6.1 (2012)).
However, there are also some potential drawbacks to using a competency-based interview. In this blog, we will discuss the pros and cons of a competency-based interview for employers, how to prepare for a competency-based interview and tips for employers.
TOP TIPS!!
1, RESEARCH THE JOB ROLE
Before the Competency based interview, make sure you have a clear understanding of the job requirements and the competencies needed to be successful in the role. This
will help you to ask the right questions and assess the candidate’s skills and abilities.
2, PREPARE QUESTIONS
Create a list of questions that will help you assess the candidate’s competencies. Make sure the questions are open-ended and focus on the candidate’s past experiences and how they have applied their skills in different situations.
3, EXAMPLES, PLEASE
Ask the candidate to provide examples of how they have used their skills in the past. This will help you to get a better understanding of their competencies and how they can apply them to the job.
4, ARE YOU LISTENING?
Listen carefully to the candidate’s answers and take notes. This will help you to remember the details of the conversation and make it easier to compare candidates.
5, ASK FOLLOW UP QUESTIONS
Ask follow-up questions to get a better understanding of the candidate’s competencies. This will help you to assess their skills and abilities more accurately.
6, BE FLEXIBLE
Be flexible and open to different answers. Don’t be afraid to ask questions that are outside of the job requirements. This will help you to get a better understanding of the candidate’s skills and abilities.
7, PROVIDE FEEDBACK
Provide feedback to the candidate after the interview. This will help them to understand how they did and what areas they need to work on.
THE BENEFITS OF COMPETENCY BASED INTERVIEW QUESTIONS
Here are some of the key benefits of competency based interviews for employers.
First, competency based interviews allow employers to assess a candidate’s skills and abilities in a more objective way. By asking questions that focus on specific competencies, employers can get a better sense of how a candidate might perform in the role. This helps employers make more informed hiring decisions.
Second, competency-based interviews can help employers identify candidates who are a good fit for the role. By asking questions that focus on specific competencies, employers can get a better sense of how a candidate’s skills and abilities match up with the job requirements. This helps employers find the right person for the job.
Third, competency-based interviews can help employers identify candidates who have the potential to grow and develop in the role. By asking questions that focus on specific competencies, employers can get a better sense of how a candidate might develop and grow in the role. This helps employers find candidates who have the potential to become long-term assets to the organisation.
Finally, competency based interview questions can help employers save time and money. By asking questions that focus on specific competencies, employers can quickly identify the most qualified candidates for the role. This helps employers save time and money by avoiding the need to interview a large number of candidates.
Overall, competency based interviews offer a number of benefits for employers. By asking questions that focus on specific competencies, employers can gain a better understanding of how a candidate might perform in the role. This helps employers make more informed hiring decisions, identify candidates who are a good fit for the role, identify candidates who have the potential to grow and develop in the role, and save time and money!!
THE DRAWBACKS...
Implementing competency based interviews for employers can be a challenge. While this type of interview can be beneficial for employers, there are some challenges that come with it.
One of the biggest challenges of competency based interview questions is that they require a lot of preparation. Employers need to have a clear understanding of the job requirements and the skills and abilities needed to be successful in the role. They also need to create a list of questions that will help them assess the candidate’s competencies. This can be time consuming and requires a lot of thought and planning.
Another challenge is that competency-based interviews can be difficult to evaluate. It can be hard to determine if a candidate has the right skills and abilities for the job. Employers need to be able to assess the candidate’s responses objectively and accurately. This can be difficult to do, especially if the interviewer is not experienced in conducting competency-based interviews.
Finally, competency-based interviews can be intimidating for candidates. The questions can be difficult, and the process can be stressful. Candidates may feel like they are being judged and may not be able to give their best performance. This can make it difficult for employers to get an accurate assessment of the candidate’s skills and abilities.
CLOSING COMMENTS
If you would like to learn more about competency-based interviewing why not book on one of our FREE AskVerity workshops, we’ll be running in September. We’re running one session virtually on Zoom on Friday 8th and one on Friday 22nd face to face at UBCUK Henley-In-Arden. Maximum 10 spaces per workshop so be quick………click on the button below!!
Sources:
Raisova, Tereza. “THE COMPARISON BETWEEN THE EFFECTIVENESS OF THE COMPETENCY BASED INTERVIEW AND THE BEHAVIORAL EVENT INTERVIEW.” Human Resources Management & Ergonomics 6.1 (2012).
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