Competency-based interviews are normally two-hour long thorough interviews where the agreed competencies that the client desires are questioned. In order to decide the desired competencies of the preferred candidate, it’s helpful to look at the values of the business, and what type of employee would ideally fit into those values. Some examples of competencies could be along the lines of;
- Driving for results
- Continuous improvement
- Leadership skills
- Effective and strategic influencing
- Effective decision making
- Motivating others
In the process, each competency is read out to the candidate with a definition, and then a question is asked about a time when they demonstrated that competency and they are scored according to their answer. For example, if the competency is Leadership, the question may be centred around the candidate providing an example of when they had to help a direct report or another person in the organisation accept change and make necessary adjustments to move forward. If the candidate is able to clearly showcase each capability through relevant examples, then they will score highly in this exercise.
At Eden Scott, we aim to ask approximately two questions per competency and we normally work to six competencies in total. We would also ask some introductory questions to start with, regarding the current role, size and remit, and we usually also ask some generic questions at the end of the interview, such as why they feel they would be good for the role, what they can bring to the company, what their management or working style is and so on.
It’s important to note that, when using our assessment centre services, we do not have any sight of the candidates’ CVs, applications or past experience before the interview, which allows us to be purely objective rather than subjective. Therefore, whatever is captured on the day is what we have to assess.
Ideally, this exercise will produce specific examples that provide evidence of the specific competency. It will also highlight the strengths and weaknesses in each of the competencies by the level of the candidates answer. After the exercise, the assessor will mark the answers off against the behaviours and score the candidate accordingly, with a mark between 1 and 4 for each competency; 4 being the strongest and 1 being the weakest.
Why Eden Scott?
Eden Scott has many years of experience conducting competency-based interviews both internally and externally; we are also experts in tailoring the interview to the agreed upon competencies with our clients. If you would like to conduct a competency-based interview in an assessment centre, get in touch with us today.