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Competency-Based Selection Interviewing Techniques

Competency-Based Selection Interviewing Techniques. Susan Haywood, MA, CHRP Senior Consultant HRSG (Human Resource Systems Group) 6 Antares Drive, Phase II Suite 100 Ottawa ON K2E 8A9 Tel:  (613) 745 6605 x239 shaywood@hrsg.ca www.hrsg.ca. What is a competency?.

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Competency-Based Selection Interviewing Techniques

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  1. Competency-Based Selection Interviewing Techniques Susan Haywood, MA, CHRP Senior Consultant HRSG (Human Resource Systems Group) 6 Antares Drive, Phase II Suite 100 Ottawa ON K2E 8A9 Tel:  (613) 745 6605 x239 shaywood@hrsg.ca www.hrsg.ca

  2. What is a competency? Observableabilities, skills, knowledge, motivations or traits defined in terms of the behaviours needed for successfuljob performance. Term that describes a pattern or cluster of actions taken to achieve a result.

  3. Competencies – Another view Visible, surface, easy to identify and manage Skill Knowledge Hidden, difficult to identify and manage Self-concept Trait Motive Source: Spencer & Spencer, 1993

  4. Why competencies? Competencies translate the strategic vision and goals for the organization into behaviours or actions employees must display for the organization to be successful.

  5. Past behaviour is the best predictor of future behaviour "Behaviour is an action or a reaction in a specific situation with a known result."

  6. Behavioural Interview Question • Gain information about a candidate’s past performance and accomplishments that relate to the target job "Tell me about a time when you encouraged other members of a group/team to contribute.”

  7. Situation / Task Describes the circumstances which resulted in the accomplishment Components of a Behavioural Answer • Action Describes what was done in a particular situation • Describes whether the action taken (or not taken) was effective or appropriate • Result

  8. Situation “I was really getting tired of all of the telephone message slips getting lost in the reception areas and the managers not noticing whether they had messages.”

  9. Action “So I put up a bulletin board with everyone’s name on it. When the messages came in they were pinned on the board beside the applicable manager’s name.”

  10. Result “This way, none of the messages got lost and the managers always noticed whether they had any messages.”

  11. Behavioural Answers are NOT Hypothetical / Theoretical Feelings & Opinions Vague

  12. A good behavioural example includes the following components:

  13. Sensitivity to Cultural Differences Response Styles • Self-promotion • Silence • Directness • Minimal Answers • Stress / Intonation • Vocabulary Language Styles • Eye Contact • Hand or Head Shakes Non-Verbal Differences

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