What are the key steps to conducting a competency based interview?

Identify the must-have skills and characteristics of the position as listed in the job description. Develop STAR-based questions .Prepare scoring grid to evaluate candidates objectively based on their performance on key competencies. During the interview state your questions clearly, actively listen and ask for more details from your peers. Lastly, use the scoring grid to compare the candidates. One way is making sure that requirements for such a post are clear; providing candidates in advance with related queries; creating an informal atmosphere; giving long hours during interviews; and showing appreciation for taking part by thanking them at last.

Assuming that competencies are identified and defined for the role, a simple way to ease into interview is to : 1. ask the STAR formula (Situation, Task, Action, Result) Results are compared to Task, not Situation to know whether the candidate fulfilled the expectations. 2. If satisfied, explain the complexity in the role you are interviewing for. Ask the candidate what they have done in the recent past which is relatable to this complexity. 3. Tie this up by asking the candidate to visualize how they will perform in the role, if they are hired. These three steps together form a robust selection tool. Building on from past performance, it allows us to probe how the candidate will work with the new scope.

Commence a robust competency-based interview by first establishing the significant skills required for the job and accordingly providing exclusive questions for each using STAR approach (Situation, Task, Action, Result). Request participants to illustrate these skills using examples from their previous work life. Always rate answers using a clear scoring method. Finally, give the candidate an opportunity to enquire about the way forward.

Prepare Thoroughly Do: Review the job description and identify key competencies required for the role. Don't: Go into the interview without a clear understanding of the competencies you're assessing.

Uma entrevista baseada em competências é uma técnica de entrevista estruturada que foca em avaliar as habilidades e comportamentos específicos de um candidato, baseando-se em situa??es reais que ele já vivenciou.

Develop Structured Questions Do: Create questions that prompt candidates to provide specific examples of past behavior related to each competency. Don't: Ask vague or hypothetical questions; focus on real past experiences.

Ideally every competency should have 8 to 10 questions in the question bank that should be used in rotation. Every question should be ideally designed specifically to assess the quality of that competency and there should be measure only that one competency. The questions should ideally be defined keeping the company prospective in mind and what works or is relevant for your company. Steer clear of adding generic global questions here as they might not be relevant to your company at the moment.

Set the Stage Do: Explain the interview format to the candidate and make them feel comfortable. Don't: Jump straight into questions without setting the context or making the candidate at ease.

Ask for Specific Examples Do: Use the STAR method (Situation, Task, Action, Result) to guide candidates in providing structured responses. Don't: Accept general or non-specific answers; probe for details.

Prepara el espacio para la entrevista, si es por videollamada puedes instalar un software que te transcribe la entrevista. De esta manera, no tomas notas constantemente y puedes prestar atención a como la persona lleva la entrevista y a su lenguaje corporal.

Al revisar los resultados, una forma de ayudarse es comparando con un perfil que se desea "clonar". De esta manera comparas las competencias de los candidatos para ver quien se adapta mejor a la posición. De todas formas siempre es muy subjetivo, depende de muchos factores. No te olvides de pedir una segunda opinión o darte unos días para volver a revisar los resultados así evitas los sesgos.

Evaluate Objectively Do: Take notes and use a scoring system to assess each competency based on the candidate's responses. Don't: Let personal biases influence your assessment; stick to the evidence provided.

Competency interviews are a skill that needs practice. Hence its very important to train managers and interviewers on competency interviewing to help them understand the methodology. For a fair evaluation, the right set of questions need to be asked in the right manner. This impacts severely on the performance of the interviewee. While hiring managers are strong on technical competencies, they will need support and guidance on conducting these sessions and often may not know that this support can be availed. It is important to enable them with what this should assess, how and to calibrate the same standards of assessments for fair evaluations.