why Competency-Based Interview is so important
Integrating high-potential profiles into your organization is a vital component of recruitment. The competency-based interview is a key methodology and serves as an effective assessment tool in the talent acquisition process. It helps identify candidates who possess the essential qualities that align with the company’s needs and priorities. Selecting the right candidates based on these competencies enhances the organization’s competitiveness, though it requires strong team collaboration.
so, what is competency?
Competency refers to a combination of abilities, knowledge, skills, and attributes that clearly define what is required for an individual to perform their role effectively at each level within an organization.
The definition of competency for a specific role varies depending on the organization’s objectives, priorities, and the demands of the role at different business stages. Typically, a competency framework is developed and categorized into three areas: Leadership, Technical (Expertise), and Core Values Competencies, which establish expectations for employee behaviors to align with the company’s core values and both short-term and long-term business goals.
what is a Competency-Based Interview?
A Competency-Based Interview (CBI), also known as a behavioral interview, is a tool used by hiring managers and HR to select candidates based on specific competencies required for the role. Each question is designed to assess particular skills or competencies the candidate has demonstrated in the past. This method is widely used because it increases the likelihood of hiring someone who will succeed in the role and helps reduce employee turnover.
benefits of Competency-Based Interviews:
Reduces recruitment risks and helps select the best candidate.
Identifies key skills needed for the role and focuses on them during the interview.
Enables interviewers to ask targeted questions that reveal a candidate’s potential.
Provides a consistent, fair, and reliable way to assess candidates.
Gives interviewers more confidence by following a structured approach.
steps to implement a Competency-Based Interview:
Create a Competency Dictionary: Tailor this to your organization’s key roles. Common competencies include adaptability, leadership, and alignment with core values.
Define Role-Specific Competencies: Determine the key skills needed for the role and the required level of expertise.
Develop Interview Questions: Prepare questions for each competency to structure the interview process.
This approach ensures your interviews align with your company’s strategy and makes the recruitment process more professional.
why are Competency-Based Interviews effective?
The goal of competency-based interviews is to find the best candidate by evaluating their past behavior, which is a good indicator of future performance. These interviews usually ask behavioral or situational questions like, “Give me an example of…” or “Describe a time when…,” which encourage candidates to provide real-world examples. Depending on the role, you can focus on performance, problem-solving, or strengths.
Ideally, these interviews should last around 30-45 minutes to keep candidates engaged and gather meaningful insights.
why use Competency-Based Interviews?
Competency-based interviews involve collaboration across the organization, making them a team effort. They have several advantages, but also some challenges.
Pros:
Align candidates with company goals more effectively.
Focus the interview on key skills, making the assessment easier.
Predict future behavior in challenging situations.
Help discover new talent.
Boost productivity by hiring candidates that match company needs.
Cons:
Require thorough preparation and consistency.
Developing a competency framework takes time and effort.
Need a system to track and assess candidate responses.
In a Competency-Based Interview, getting the right answers from candidates can sometimes be challenging. To overcome this, you can use the S.T.A.R. technique. This method focuses on asking questions that prompt candidates to describe the Situation, Tasks, Actions, and Results they experienced. Using the S.T.A.R. approach can help professionalize the interview process and align it with your HR strategy and company goals.
Each S.T.A.R. answer allows you to explore real-life scenarios from the candidate's past, helping you identify the specific competencies you're targeting. It’s important to be patient and stay focused when asking situational questions, as this will help you uncover the competencies necessary for the role.
The Competency-Based Interview Method can be challenging for interviewers who are new to it, as they may struggle to use it effectively without making candidates uncomfortable. To ease this, start the interview with an open-minded attitude and explain that the interview will focus on competencies and real-life situations. Clarify your expectations for their cooperation to ensure a smooth and productive interview process.
By setting this tone, you encourage candidates to share genuine experiences, which allows you to gather S.T.A.R. responses. These responses help assess the key competencies needed for the role and assist in selecting the best fit.
If you're looking to refine this approach, meet minds specializes in competency-based interview training, providing expertise to help you master this methodology and ensure you select the best fit for your organization. Get in touch with us! getintouch@meet-minds.com