Leader's Guide
Participant Workbook
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A Half-Day Competency-Based Workshop
Anne Sandberg , Susan Lane
Competency-based
interviewing techniques will give your company a strategic
focus by allowing hiring managers to integrate job-specific,
future-oriented competencies into their interviews. This
workshop teaches participants to identify key competencies
(characteristics that differentiate outstanding performers
from average performers in a given job) and build those
competencies into their hiring and selection process in
order to attain this strategic focus.
Interviewing for competencies follows
a structured format which this workshop takes you through
step-by-step-the interviewer builds a customized interview
format for each individual position based on the duties
and responsibilities of the position and identifies
the critical skills needed to perform these duties and
responsibilities at a superior performance level.
Unlike other competency-based interviewing
workshops, Interview for Success uses personality measures
based on the results of a Big 5 Personality Assessment
in conjunction with competency-based interviewing and
ties the two factors together to assess areas, such
as technical acumen and behavioral tendencies.
Video role-plays effectively model
behavioral interviewing practices and provide learners
with a structured format to recognize and critique,
good and bad approaches.
With a series of Job Aids for each
step, as well as a database of competencies, behaviors,
and more than 300 effective behavioral interviewing
questions provided on CD-ROM, this easy-to-use tool
enables the hiring manager or human resources professional
to expertly build a competency-based interview.
Time Guidelines
The Workshop takes a half-day to complete.
| Competency-Based
Interviewing Model: |
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| Step
1. |
Assemble
job information
–Ask yourself: What does this person do?
–List duties/responsibilities |
| Step
2. |
Link
skills to tasks
–Derive the skills needed to perform duties
–Skills can be duplicated
–Make a master list, eliminating duplicates |
| Step
3. |
Pick
the skills to interview for
–Cross out skills that should be assessed elsewhere
–Eliminate skills that do not distinguish superior
performance
–Highlight questions you want to probe |
| Step
4. |
Develop
interview questions from competencies
–Identify target behaviors for each competency
–Write 2-3 interview questions per competency |
| Step
5. |
Modify
Interview with Big 5 Personality Assessment (optional)
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| Step
6. |
Listen
for complete responses
–Stay in control: Dealing with difficult candidates
–Situation, Behavior, Outcome
–Use probes to obtain missing information |
| Step
7. |
Assess
–Use structured rating materials
–Document
–Turn downs (declines)
–Assess yourself |
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