The best predictor of future performance / behavior is past performance / behavior
Competency-based interview questions can assist Interviewers in more accurately determining future performance / behavior.
Competency based interviewing involves a method of questioning which requires candidates to draw from real-life examples to explain how they use their competencies on the job.
Examples of competency-based interview questions:
- Tell me about a time you went the extra mile for your job. How did you do it?
- What was the last training you attended? How did you use your new knowledge in practice?
- Tell me about the most significant project you worked on. How did you manage it, from start to finish?
- How did you increase revenue at companies you worked for?
- Tell me about a time you were successful in driving positive change. How did you do it?
- Tell me about a time when someone approached you with a problem at work and how did you resolve it?
- Give an example of a time you handled conflict in the workplace?
Always ask follow up questions
Ask follow-up questions to make sure you get sincere answers from your candidates. For example, who did you report to on the project? What was the result? How did you react? What was your contribution?
- Failure to provide concrete examples
- Superficial answers
- Contradictory answers
Benefits of utilizing Competency based questions?
- Interviews are planned and tied to competencies
- Candidates can be assessed on a rating scale to eliminate interviewer subjectivity
- A better idea of a candidate’s way of thinking and their approach to role specific problems can be formed
- Depending on the role, candidates with creative solutions could stand out from candidates with similar skills
- Interviewers are better able to evaluate candidates’ skills beyond qualifications
- The Interviewer is better positioned to assess candidates for specific skills such as: Teamwork, Leadership, communication, adaptability and risk taking