Competency based interviews are among the most commonly used style of interview. Employers use competency based interviewing to evaluate a candidate's level of competence across the key competencies of the role.
Competency based interviews and how they work
Competency based interviews (sometimes referred to as situational or behavioural interviews) are increasingly superseding other interview formats within the selection and assessment scene. Competency based interviews differ from semi structured/informal interviews by being highly structured, often with a static and inflexible list of questions which candidates shall be asked. However, competency based interviews also differ from other structured interviews by being tailored specifically to the competency framework of the role applied for. Generally speaking, candidates will be asked a list of questions regarding their previous experience and possibly asked questions regarding how they would act in hypothetical situations. Interviewers may also have a set list of probing questions, which will help explore the candidates experience in more depth. Competency based questions will be standardised, to ensure that all candidates receive similar or identical questions, ensuring reliability. Research has shown that structured, competency based interviewing is the most effective method of selection interview, outperforming less structured interviewing in their predictive power. Furthermore, competency based interviewing has been shown to compliment assessment centre exercises and psychometric tests, increasing the overall validity of the selection process when used in combination. Competency based interviews will usually last for one hour, and telephone interviews may also be conducted as competency based interviews.
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