什么是竞争能力面试？
What is a Competency Based Interview?
Competency based (or behavioural) interviews are based on the premise that past behaviour is the best predictor of future behaviour.
Interviewers seek to obtain information about candidates past behaviour in certain situations. Competency based interviews are structured, with questions that relate directly to the essential criteria / competencies required for the post.
Research into recruitment and selection methodology suggests that structured, competency based interviews can be one of the most reliable and accurate forms of assessment.
A good recruitment and selection interview should assess candidates against each essential criteria or competency, asking questions about:
• Past behaviours and performance
• Learning from past behaviours
• Future adaptability to new post
• Knowledge and understanding of issues in relation to the post
Preparation
If you are unfamiliar with a competency-based interview it is likely to strike you as unusual. The following is information will be useful in helping you to prepare.
Competencies are not a substitute for technical knowledge. They are behavioural traits that have been identified as essential for success in specific jobs or positions. Candidates are evaluated in a variety of elements in the selection process, e.g. competencies, technical expertise, work history and references.
There is a repetitive pattern to each of the interview questions in a competency-based interview. It goes like this:
Tell us about a time when….
This is usually an event that all of the candidates are likely to have experienced. You’ll be asked to describe a specific situation that falls into this category. Your experience can be work related or an event from your personal life.
Subsequent questions will be as follows;
1. How did you approach it? What were the steps you took?
2. Why did you do it that way?
3. What did you learn from the experience?
4. How have you used what you’ve learned sine then?
Competency based (or behavioural) interviews are based on the premise that past behaviour is the best predictor of future behaviour.
Interviewers seek to obtain information about candidates past behaviour in certain situations. Competency based interviews are structured, with questions that relate directly to the essential criteria / competencies required for the post.
Research into recruitment and selection methodology suggests that structured, competency based interviews can be one of the most reliable and accurate forms of assessment.
A good recruitment and selection interview should assess candidates against each essential criteria or competency, asking questions about:
• Past behaviours and performance
• Learning from past behaviours
• Future adaptability to new post
• Knowledge and understanding of issues in relation to the post
Preparation
If you are unfamiliar with a competency-based interview it is likely to strike you as unusual. The following is information will be useful in helping you to prepare.
Competencies are not a substitute for technical knowledge. They are behavioural traits that have been identified as essential for success in specific jobs or positions. Candidates are evaluated in a variety of elements in the selection process, e.g. competencies, technical expertise, work history and references.
There is a repetitive pattern to each of the interview questions in a competency-based interview. It goes like this:
Tell us about a time when….
This is usually an event that all of the candidates are likely to have experienced. You’ll be asked to describe a specific situation that falls into this category. Your experience can be work related or an event from your personal life.
Subsequent questions will be as follows;
1. How did you approach it? What were the steps you took?
2. Why did you do it that way?
3. What did you learn from the experience?
4. How have you used what you’ve learned sine then?
posted by hunter at 1:05 PM
0 comments
