Hi all,
My name is Baqir. I'm an Assistant Manager in HR, and my responsibilities are towards the development side. I'm trying to gain detailed knowledge about selection techniques. Please guide me, is there any difference between competency-based and behavior-based interviews? Or what other modern techniques can be used for selection?
I will be awaiting your reply.
Regards,
Baqir
From Pakistan, Lahore
2My name is Baqir. I'm an Assistant Manager in HR, and my responsibilities are towards the development side. I'm trying to gain detailed knowledge about selection techniques. Please guide me, is there any difference between competency-based and behavior-based interviews? Or what other modern techniques can be used for selection?
I will be awaiting your reply.
Regards,
Baqir
From Pakistan, Lahore
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Thanks a lot, Vinod, for your guidance. I would like to ask you a few more things. What would be the right way to identify competencies for a particular position? And how can someone be rated against them?
From Pakistan, Lahore
From Pakistan, Lahore
Hi,
One of the best ways to identify the competencies and behavioral aspects you need in a candidate is to yourself prepare the job responsibilities and job profile of the candidate. Once you go through the whole process of his job responsibilities on your own, you will know what competencies you have to assess and what behavioral aspects you are looking for in a candidate.
From India, Chennai
One of the best ways to identify the competencies and behavioral aspects you need in a candidate is to yourself prepare the job responsibilities and job profile of the candidate. Once you go through the whole process of his job responsibilities on your own, you will know what competencies you have to assess and what behavioral aspects you are looking for in a candidate.
From India, Chennai
Hi Baqir,
What I do in my organization is, for example, if I have to recruit a team leader, I would first make his job profile and job responsibilities. This involves going through his entire workday process - starting from the morning tasks, identifying to whom he will report, determining his areas of responsibility and accountability. By analyzing the entire day's process, I can outline his job role and responsibilities. Once I have created this profile, I gain a clear understanding of the candidate we are looking for - including their behavioral aspects. Please feel free to let me know if you would like me to explain further.
Regards,
Prakash
From India, Chennai
What I do in my organization is, for example, if I have to recruit a team leader, I would first make his job profile and job responsibilities. This involves going through his entire workday process - starting from the morning tasks, identifying to whom he will report, determining his areas of responsibility and accountability. By analyzing the entire day's process, I can outline his job role and responsibilities. Once I have created this profile, I gain a clear understanding of the candidate we are looking for - including their behavioral aspects. Please feel free to let me know if you would like me to explain further.
Regards,
Prakash
From India, Chennai
Baqir,
Let us start by understanding what a competency is. It is a personal characteristic (skill, knowledge, trait, motive) that drives behavior leading to outstanding performance.
So when you want to do competency-based assessments, the objective is simply to get a person who performs brilliantly in his job. The first thing would be to identify the top performers in a given job and dialogue with them to understand what about them helps them excel in their work. Brainstorm on these and then deliberate to come up with a list of competencies.
For example, for the role of a business development manager, "Result orientation" could be a competency because he has to really drive himself to get the business. For senior leaders, "vision and strategic orientation" could be a competency.
Then in your interviews, you build scenarios (maybe a case study or by asking about past experience) to assess these.
Let me know if you need any more clarity on this.
Let us start by understanding what a competency is. It is a personal characteristic (skill, knowledge, trait, motive) that drives behavior leading to outstanding performance.
So when you want to do competency-based assessments, the objective is simply to get a person who performs brilliantly in his job. The first thing would be to identify the top performers in a given job and dialogue with them to understand what about them helps them excel in their work. Brainstorm on these and then deliberate to come up with a list of competencies.
For example, for the role of a business development manager, "Result orientation" could be a competency because he has to really drive himself to get the business. For senior leaders, "vision and strategic orientation" could be a competency.
Then in your interviews, you build scenarios (maybe a case study or by asking about past experience) to assess these.
Let me know if you need any more clarity on this.
Thank you, Sana. Do you have any idea what the success rate is of achieving a desired potential after using competency-based interviews? Some seniors mentioned that if an applicant is sharp, they can easily create stories and satisfy you. Are there any other techniques that can be used?
From Pakistan, Lahore
From Pakistan, Lahore
Hi Baqir,
I'm searching for the same. Actually, the tools for making an assessment center could come in handy, like in-basket exercises, role-plays, or simulations. A person cannot lie in these exercises; you should be able to judge his/her competencies quite accurately.
From India, Madras
I'm searching for the same. Actually, the tools for making an assessment center could come in handy, like in-basket exercises, role-plays, or simulations. A person cannot lie in these exercises; you should be able to judge his/her competencies quite accurately.
From India, Madras
Dear Baqir,
Maybe this is late to write regarding your question, but at least maybe this discussion would be useful for some other folks; whom searching for the same topic. Nevertheless as I had observed all the comments regarding your question, still I am confused about the main part of the question which is (is there any difference between competency based and behavior based interviews)
Yes, there is a lot of difference between these two types of interview, hence let me briefly explain to you as follows;
• In the competency based interview question, the recruiter is trying to identify those core competency which is necessary to differentiate the higher performer from the slow performer, and the main core competencies are reflected from competency matrix of the position.
• Thus, in the competency based interview we are trying to identify, what will the candidate will perform, in a specific situation which may occur in the future, in order to identify how the candidate is in terms of the performance.
• In the behavioral interview question, the recruiter is trying to identify what the candidate did in the past in a specific circumstance, to know the specific action/result.
Nevertheless, regarding your senior management concern which they think, there is the probability that a person makes a story from their own side and present to the panel members, its not much solid reason, and it's not possible.In the competency base interview, the panel will have a lot of probing questions , such as following :
• Please tell me a situation which your communication skill made a difference to senior management decisions?
• What have you learned from this action?
• If you want to perform again the same action in the future, what changes will you bring into your action?
• In your point of view is there any other way to approach better to result of this case?
However selection techniques are changing day by day due to the needs of the market and organization, please study as much as possible about this question, and please do not hesitate to contact me if you have any question to this by
From Singapore, Singapore
Maybe this is late to write regarding your question, but at least maybe this discussion would be useful for some other folks; whom searching for the same topic. Nevertheless as I had observed all the comments regarding your question, still I am confused about the main part of the question which is (is there any difference between competency based and behavior based interviews)
Yes, there is a lot of difference between these two types of interview, hence let me briefly explain to you as follows;
• In the competency based interview question, the recruiter is trying to identify those core competency which is necessary to differentiate the higher performer from the slow performer, and the main core competencies are reflected from competency matrix of the position.
• Thus, in the competency based interview we are trying to identify, what will the candidate will perform, in a specific situation which may occur in the future, in order to identify how the candidate is in terms of the performance.
• In the behavioral interview question, the recruiter is trying to identify what the candidate did in the past in a specific circumstance, to know the specific action/result.
Nevertheless, regarding your senior management concern which they think, there is the probability that a person makes a story from their own side and present to the panel members, its not much solid reason, and it's not possible.In the competency base interview, the panel will have a lot of probing questions , such as following :
• Please tell me a situation which your communication skill made a difference to senior management decisions?
• What have you learned from this action?
• If you want to perform again the same action in the future, what changes will you bring into your action?
• In your point of view is there any other way to approach better to result of this case?
However selection techniques are changing day by day due to the needs of the market and organization, please study as much as possible about this question, and please do not hesitate to contact me if you have any question to this by
From Singapore, Singapore
Dear Nijati SB,
According to my point of view, you are completely right. In the competency-based interview, the recruiter will look to find all those core competencies in order to differentiate higher and lower performers.
In a behavior-based interview, the recruiter will search to know what specific tasks the candidate did in specific circumstances to understand the positive results.
You also shared really good questions.
From Afghanistan, Kabul
According to my point of view, you are completely right. In the competency-based interview, the recruiter will look to find all those core competencies in order to differentiate higher and lower performers.
In a behavior-based interview, the recruiter will search to know what specific tasks the candidate did in specific circumstances to understand the positive results.
You also shared really good questions.
From Afghanistan, Kabul
Hi,
This is late to reply on this topic, but I would like to mention a few things specifically.
1. BEI (Behavioral Event Interview) is useful when the interviewer wants to capture behaviors only. The assessment takes time, so during the interview, only behavior should be noted carefully. BEIs should be done with other tools so that the behaviors are easily evaluated/measured. Basically, BEIs are used in Assessment centers.
2. CBI (Competency-Based Interview) is useful when specific competencies are required to measure. This is used generally by all interviewers and it's a part of the simple interviewing process.
From India, Mumbai
This is late to reply on this topic, but I would like to mention a few things specifically.
1. BEI (Behavioral Event Interview) is useful when the interviewer wants to capture behaviors only. The assessment takes time, so during the interview, only behavior should be noted carefully. BEIs should be done with other tools so that the behaviors are easily evaluated/measured. Basically, BEIs are used in Assessment centers.
2. CBI (Competency-Based Interview) is useful when specific competencies are required to measure. This is used generally by all interviewers and it's a part of the simple interviewing process.
From India, Mumbai
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Sample Competency Based Interview Questions.doc
Competency-base d HR Management.ppt
Competency Based Interviewing Techniques.pdf