How can you design competency-based questions that are free from bias?

1 What are competency-based questions?

Competency-based questions are questions that ask candidates to describe a situation where they demonstrated a relevant competency, such as communication, teamwork, problem-solving, or leadership. The idea is to elicit specific examples of past behavior and performance that indicate how the candidates would perform in the future. Competency-based questions are also known as behavioral or situational questions, and they follow the STAR format: Situation, Task, Action, and Result.

2 Why are competency-based questions prone to bias?

Competency-based questions are vulnerable to bias due to their reliance on subjective judgments and interpretations of the answers given by candidates. Bias can occur in various stages of the question design process, such as selecting competencies that are not essential or relevant to the role or favoring certain groups or backgrounds. Additionally, using vague, ambiguous, or leading language can confuse or influence the candidates' answers. Furthermore, asking questions that are either too easy or too difficult, or requiring specific knowledge and experience not accessible to all candidates can lead to bias. Finally, evaluating the responses based on personal preferences, stereotypes, assumptions, or emotions instead of objective criteria and evidence can also introduce bias.

3 How can you identify and avoid bias in competency-based questions?

To identify and avoid bias in competency-based questions, you need to follow some best practices and guidelines. Start by conducting a job analysis to determine the key competencies and criteria for the role, and use data and evidence to support your choices. Make sure to use clear, specific, and neutral language that reflects the competencies and the context of the role. It is also important to use open-ended questions that allow candidates to demonstrate their skills and abilities in different ways. Before using your questions, test and review them, and get feedback from those familiar with the role and the competencies. Check for any potential bias, ambiguity, or difficulty in your questions, and revise them accordingly. Additionally, use a standardized and structured approach to deliver and evaluate your questions. Use the same questions for all candidates, as well as a rating scale or rubric to score their responses. Lastly, train yourself and other interviewers on how to avoid bias and ensure consistency and reliability in your assessments.

5 How can you improve your competency-based question design skills?

Designing competency-based questions that are free from bias is a skill that can be improved with practice and feedback. To enhance your question design skills, you should keep learning and updating your knowledge of the role, the competencies, and the best practices for competency-based questions. You should also seek feedback and input from others who have experience or expertise in the role, the competencies, or the question design process. Additionally, reflect on your own questions and performance to analyze the quality and effectiveness of your questions, and identify any areas of improvement or bias. Lastly, ask for feedback from candidates, interviewers, or hiring managers on how your questions helped or hindered their decision-making.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?