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Competency Based Interview

BY Gihan M. Hussein
Certified EQ Coach & Assessor Talent Management Expert

Road Map What Well Be Looking At


HR Challenges Competency based questions Recruitment challenges

Diversity & individual difference Perception and attitude Motivation and Reinforcement

What are competencies

The ICE berg

Whats the relation between Talent Management and CBI ?

What are HR challenges

Competency Based Interview Gihan M. Hussein, 2011

HR challenges until 2015


New survey predicts HR challenges until 2015
Four challenges are likely to be critical for HR: 1. Managing talent 2. Becoming a learning organization 3. Managing work-life balance 4. Managing change and cultural transformation

Competency Based Interview Gihan M. Hussein, 2011

What are Recruitment challenges ?


Competency Based Interview Gihan M. Hussein, 2011

Tell us about an unforgettable interview question you have been asked ?

Why Competencies are important ?

Competency Based Interview Gihan M. Hussein, 2011

1,2,3,PASTA

VIDEO Faith employee & competent performers

The competencies should underpin:


recruitment and selection performance assessment and performance management career planning and personal development.

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What is competency based interview ?

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CBI
In general A competency based interviewer: Focuses on the skills that are critical to success on the job and Focuses on how the candidate has demonstrated these interview is one in which the

skills in the past

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Competency Vs. Competence different authors views

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COMPETENCY Vs. COMPETENCE


Competency: A person- related concept that refers to the dimensions of behavior lying behind competent performer. Competence: A work- related concept that refers to areas of work at which the person is competent Competencies: Often referred as the combination of the above two.

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WHAT IS COMPETENCY?
A competency is defined as a behavior or set of behaviors that describes excellent performance in a particular work context

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THE ICEBERG
The Iceberg phenomena Is also applicable on human beings

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THE ICEBERG
ONLY 10% OF ANY ICEBERG IS VISIBLE. THE REMAINING 90% IS BELOW SEA LEVEL.

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THE ICEBERG Model


KNOWLEDGE & SKILLS

KNOWN TO OTHERS UNKNOWN TO OTHERS

SEA LEVEL

ATTITUDE
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THE ICEBERG Model

KNOWN TO OTHERS UNKNOWN TO OTHERS

BEHAVIOR
SEA LEVEL

VALUES STANDARDS JUDGMENTS

ATTITUDE
MOTIVES ETHICS - BELIEFS
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A competency
is an underlying characteristic of a person which enables him/her to deliver superior performance in a given job, role or situation.
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Competency mapping is the corner stone for competency based interview Where knowledge of competency types is required

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COMPETENCY MAPPING
Competency mapping is a process of identifying key competencies for a

particular position in an organization, and then using it for job-evaluation,

recruitment,

training

and

development, performance management, succession planning, etc.

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Competency types
Competencies dealing with people

Competencies dealing with business

Competencies dealing with self management

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COMPETENCIES DEALING WITH PEOPLE


LEADING OTHERS Establishing focus Providing motivation Fostering Teamwork Empowering others Manage change Develop others Managing performance y y y y y y y
INFLUENCING AND COMMUNICATING

Attention to communication Oral communication Written communication Persuasive communication Interpersonal awareness Influencing others Building collaborative relationship

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COMPETENCIES DEALING WITH BUSINESS


SOLVING PROBLEM Diagnostic information gathering Analytical thinking Forward thinking Conceptual thinking Strategic thinking Technical expertise ACHIEVING RESULTS y y y y y y y Initiative Fostering innovation Result orientation Thoroughness Decisiveness Business acumen Global prospective

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COMPETENCIES DEALING WITH SELF MANAGEMENT


Self confidence Stress Management Personal Credibility Flexibility

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Asking good questions is the secret to decide the right

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CBI
In general A competency based interviewer: Focuses on the skills that are critical to success on the job and Focuses on how the candidate has demonstrated these interview is one in which the

skills in the past

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Write Competency Based questions to gather information. STAR Approach

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Example
Competency: Creative & Innovative Thinking: Develop innovative ideas that provide solutions to all types of workplace challenges. Question: Describe a situation in which you developed a brand new idea for a product or service that your organization offered to its clients. What was unusual or innovative about this idea? What resistance, if any, did you encounter as you attempted to sell your idea to your colleagues or customers, and how did you overcome it?

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Example
Competency: Customer Focus: Build and maintain customer Satisfaction with the products and services offered by the organization.

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Question: Describe a situation in which a customer had an unusual business need, and you were tasked with finding a way to meet that need., please be specific in describing The need and what you did to meet the customers expectations.

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Thank you for your effective participation

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