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In this blog, you will learn about the broader meaning of competency-based interview. 

The term “competency-based interviews” is based on the factors to ensure that a prospective employee meets the essential experience and qualification for the job. 

It also helps the interviewer to select the right candidate. 

The word competency connects the parameters of candidate attitude, knowledge, and skills.

There are possibilities that a candidate may have an understanding of a topic and the skills to do the job.

Competencies are the skills, knowledge and behaviours you’ll bring in the part. Employers may utilize open questions to detect real-time scenarios at which you can demonstrate that you used your competencies into the ideal effect.

Within this competency-based interview questions direct our experts explain just what a competency-based interview question will be and supply competency questions examples that will assist you to prepare stories ahead of time.

But yet still not be a good fit because of their competency score. 

If a candidate’s attitude of superiority in the person applying for the job. 

That would not work well in a situation where co-workers collaborate as a team, and no one person is more important than another.

WHAT’S IN IT 

  1.  What Is a Competency-Based Interview?
  2. Ways to Use Competency Based Interviewing
  3. Competency-Based Interview Benefits
  4. Disadvantages of Competency-based Interviews
  5. Preparing for a Competency-Based Interview
  6. Conclusion
  7. FAQ’s

What Is a Competency-Based Interview?

Preparing for a competency based interview - Free eBook

In brief, competency-Based Interviews conducted to analyze a candidate’s skill sets, knowledge, personal attributes for recruitment.

It is used explicitly by organizations to improve the transparency of their hiring process. 

In this process, preparation is the key if you run a competency-based interview. 

To make the final decision-make notes, listen carefully to choose candidates.

To explain a competency-based interview, all the questions based on assessing a candidate’s strengths and weaknesses.

Competency-based interviews supply the candidate with a chance to offer evidence to their degree of proficiency. Implementing businesses can run a work designing for a specific job, developing what’s called a proficiency framework. 

This proficiency framework will often include 4 6 important competencies, which would be the key to performance in that specific function. By way of instance, within an investment accounting job, analytical thinking is very likely to certainly be an integral proficiency by most businesses. 

In the same way, at a recruiting role, social sensitivity could be thought of an integral proficiency in several businesses. Competency frameworks are tailor-produced by the applying businesses, and can differ based upon the organisation’s civilization, industry, industry etc.,

FURTHER

The proficiency-based questions through the meeting will hunt for signs of competencies over the frame, helping employers judge a candidates understanding/experience using a certain skillset. Competency frameworks are all intended to be appropriate for both responsibilities of their job, and also the second degree of this job, for that reason non-management functions will probably not add leadership skill to the proficiency framework of their function.

Much like additional appointment fashions, competency-based interviews provide respondents with insights to applicants like politeness, professionalism, enthused etc..

 Even though proficiency-based interviews are intended to restrict prejudice through standardisation, frequently interviewers it’s still influenced by first impressions, bad or good”vibes” as well as other subjective impacts irrelevant to the endurance frame, so bear that in your mind.

Competency-based interviews allow the interviewer to determine if you have the right experience, expertise, and cultural fit.

Conversely, it provides the applicant with the opportunity to demonstrate their skill, intellect, and zeal for the role.”

Ways to Use Competency Based Interviewing

There are three methods for compelling competency-based interviews.

  • Selection Criteria 
Competency-Based Interview

Test and compare candidates fairly and intelligently, it’s crucial to analyze their skills, attributes, knowledge, and behaviour traits that you need to recruit. 

In particular, It’s essential to mention all the required skills in the job description.

  • Select Effective Questions

In a selection of competency test questions, focus on each core. 

On the positive side, It would help if you also thought about the attributes of the candidate you need to test.

  • Structure Interview 

A structured competency should precisely define goals. 

So, keep your focus and purpose clear. 

To be sure, use the candidate’s information effectively and retain them well.

Company Set Structure – Make a company competency-based interview template. 

Ask every candidate for the same set of questions to analyze candidate performance.

So that each candidate grades fairly and consistently.

  • Active listing – Be proactive and pay attention to the candidate and acknowledge them timely.
  • Take notes –    Make notes of business goals and avoid unconscious bias in your observation.
  • Discuss and Evaluate – Spend some time to analyze and evaluate their previous projects.

Competency-Based Interview Benefits 

Competency-Based Interview

According to research, unfocused interview techniques lead to massive unsatisfactory hires.

Hiring the wrong candidate can drive a lot of harm.

The company has to spend a lot of time and money on the wrong candidate.

Finally, competency-based interviewing can help with your recruitment processes. 

It is an evidence-based, transparent process that uses specific criteria to test all candidates equally, fairly, and consistently.

Employers regularly work with a collection script to get competency-based interviews. That is paired with a score-based platform for appraising applicants. Which usually means all candidates ask the exact questions. That an average of ends in a stricter interview procedure by which every participant receives an equal chance to shine. 

When interviewing applicants, companies are mostly searching for just two things: someone who would do well in doing the task, and also someone who would work very well with existing employees. With their nature, competency interview questions provide applicants with each opportunity to reveal they’ve all of the expertise and skills necessary to complete the work well.

Competency questions require applicants to remember their encounters. Many people find them easier to answer than common regular questions that require research into things the candidate has little or no comprehension of.

Disadvantages of Competency-Based Interviews

  • Some candidates spend so long preparing polished answers, they unwittingly provide the impression that they have a robotic personality.
  • As stated by James Shaikh, recruiting director at EY, some applicants struggle together with the open-ended nature of those questions, and end up giving”badly constructed or unsure responses”.

Preparing for Competency-Based Interview

The real key to providing successful replies to answer questions is prep, and also the fantastic thing is that is relatively simple to accomplish. Primarily, you must research and understand task advertising.

 Next, by the project description or person specification select the principal competencies which the company is searching for and think about examples when and how you’ve exhibited every one of them. Attempt to draw on several adventures from the studies, previous occupation or some other job experience you’ve undertaken.

Familiarise yourself with all the STAR strategy to answering questions and also practise your answers having a buddy or relative. 

Conclusion

With competency-based interviewing, also known as behavioural interviewing, recruiters get a clear image of how and why the interviewee complete a specific action. 

 A job candidate may have an in-deep knowledge of a topic and the skills to do the job, yet still not be a good fit.

The job seekers should thoroughly familiarize themselves with the concept and research potential questions an interviewer may ask. 

It is always best to make at least two examples for each competency if the interviewer asks the candidate to describe multiple scenarios.

Also You can Read our Blog on 7 Ways To Maximise Employee Engagement In Team Learning

FAQ’s