Competency Based Interviewing Skills

Objective
Hiring through a rigorous interview pattern Effective resume review Probing techniques Conducting a BEI Diagnosing objective selection criteria Making the right choice

Flow of Program
Understand the selection process Identifying the job success factors for a position Analyze the application / bio data for critical links Types of interviews
Biographical interviews Situational interviews Competence based interviews

Probing skills Coding skills Attribution skills

3

Elementary Refresher
What is an Interview? Implications? Why is it challenging? What are the steps involved in the recruitment process ?

The Selection Process

Job specification

Initial Screening

Application form

Tests

Interviews

Physical Examination Checking references 6 7 Final Interview offer Job

Setting selection criteria

Competency Willingness to learn Automation testing using X tools Communicatio n Skills Able to work in teams Ability to handle customers 5 (Excellent) 4(Good) 3(Satisfactory) 2( training reqd) 1(Poor) 0 (NA)

Resume Check

Resume Check
Checking on negotiables areas Relevant skills Functional experience Employment history professional experience check Industry experience- Specifics Measurable accomplishments
9

Type/ Styles of Interviews

STYLES
Structured Semi-structured Unstructured

10

 Biographical Situational Competency based Interview / Behavioral Event Interview

Types/ Content Classification of Interviews

11

Biographical
What? Use?
Target past experience to predict future behaviors Casual events that may influence Information gathering on Exp and eductaion

Types of Qs asked
Tell me your professional history. Tell me about your future plans. Tell me about your experience at your X organization. Tell me about your client experience
12

Situational
What? Use?
KSA check Behavior Decisions Inclination

Types of Qs asked
What would you do if....? How would you ?
13

Competency Based Interviews

What? Use? Qs: Lead vs Follow up probes
Tell me about a situation when unclear instructions were given to you and you handled that situation? ( Ability to deal with ambiguity.) Tell me about your most challenging team experience?
14

BEI
Critical Incident ( 12 months)- Competency job related Understanding the Context Exploring the event for behaviour
S.T.A.R. Analysis!

15

During the Interview

First Impressions Visual Cues Hearing What They Want to Hear Overweighting Negative Information Overweighting Academic Qualifications Attitudinal, Gender and Racial Similarity Cross Cultural Issues Questioning Style
16

SITUATION O What was the situation? What events led up to it? Who was involved? TASK O What did you (the interviewee) want to do in the situation? What did you think or feel about others? - What did the person want to do - what motivated him or her in the situation (e.g., to do something better, to impress the boss)? - How was the person thinking about others (e.g., positively or negatively?) or about the situation (e.g., problem-solving thoughts?)? - What was the person feeling (e.g., scared, confident, excited?)? ACTION O What did you actually do or say? RESULT oWhat was the outcome? What happened?
17

Personal Characteristics
"Halo effect" Tolerant Slow to anger Tactful Empathic Caring / Friendly Confident Be ok with silence , Persistent
18

The Flow!
Start: Introductions Organizational intro The position The process of selection Any qs..? A few ? I will take notes Closure: Thanking Process ahead Do nots
19

Conducting the Interview

20

Post Interview

21

Pitfalls
Before the Interview: Lack of Clear Job Information Inappropriate Person Specification Stereotypes Insufficient Preparation Limited Interview Skills Training

22

Making the Selection Decision

Use job related criteria to differentiate candidates Review the interview notes Check references and conduct supplemental background checks Maintain a good record of interview process

23

After the Interview

Contrast Effects Pressure to Select Intuitive Decision Making: GUT FEEL!

24

Thank You

25