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Personnel assessment by competency-based interview method

Personnel assessment by competency-based interview method

Problem:

Interview, incl. competency-based interview are the most common assessment method. In addition, this method is cost effective. All it needs is you and the candidate.

But this is also the main risk when conducting an interview. An insufficiently prepared interviewer may collect little info or waste time collecting irrelevant information, incorrectly evaluate the information received and, ultimately, incorrectly evaluate the candidate’s level of competency development, which will lead to errors in personnel decisions. And any such mistake can affect both the person the organization.

Solution:

A competency or behavioral interview is a structured series of questions designed to obtain behavioral examples from past situations related to job content, values or competencies.

Among other types of interviews, we consider this method the most objective, allowing us to assess the level of development of a candidate’s competencies based on actual data. This method is also good because it is easily integrated with other assessment methods. In particular, we use competency-based interviews within assessment centers and development centers.

To further increase the validity and reliability of this method, the following is necessary:

Have a qualitative competency model with specific behavioral indicators.
Standardize the procedure for conducting interviews, for which we suggest using a special guide or guide for conducting interviews. We can develop it specifically for your organization.
Conduct training for those who will conduct interviews, according to a single methodology. It is very useful when not only personnel specialists, but also heads of departments are trained in this interview technique.
Conduct supervision of novice interviewers by more experienced colleagues. If necessary, our specialists can also provide you with this service, incl. remotely or by analyzing a videotape of the interview you have made.

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