Chandramowly
-Competency Approach to Selection




                                    Chandramowly
The Purpose
To Predict future
Performance


       Chandramowly
Behavioral Event Interviewing (BEI) is an interview
technique based on the premise that the best
predictor of future behav...
Behavioral Interviewing?
• A type of interviewing method, resulting in matching
  evidence that will predict future on the...
Chandramowly
Cost of Mis-hires

                                   Av        Av         Total       Double
    Av         Av        Av ...
FALLACIES THAT ACCOUNT
FOR 80% OF PEOPLE
MISJUDGEMENTS
•   The instant insight
•   Many Eyes
•   Human Perfectibility
•   ...
Exercise 1
  Choosing a key competency
       for assessment
•Think of an important job interview
relevant to your group
•...
Developing Behavioral
Questions for the Position
 The first step in developing behavioral questions
 is a job analysis
 Jo...
Drafting Questions for
Behaviour Based interviewing




                           Chandramowly
Behavioural Competency
Based Questions are:
• Focused on past behaviour
• Derived from Competency Descriptions
• Open Ende...
Behavioural Competency
Based Questions are not…
• Soliciting an opinion of self assessment
• Conditional: Starts with “If”...
Examples of behavioral interview
                 Questions:

Describe a time when you put a lot of effort into a project....
Circle of Learning                             Tell me about,
                                               ..Specific st...
Types of Learning
 • Learning – 1 INTELLECTUAL, STATIC
      IQ, Test Scores, Data crunch,
      Analytical skills, Verbal...
How does a good Learner look like?
  • Specific                  • Self Aware
  • Candid                    • Curious
  • ...
What is a complete interview
answer? It’s a STAR
  Situation                      : Circumstance of example

  Task       ...
BBI – Some “Do’s’ and Don’ts”
• One question per competency
• Use all the appropriate probes
• If they seem ‘stuck’ on ‘wh...
Selection Decision Matrix
Competency   Weight       Difficulty to   Candidate   Candidate Candidate
             Points / ...
DEGREE OF DEVELOPMENT
DIFFICULTY
                                DEVELOPME NT


                      Easy                ...
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Behavior Based Intervewing Ihrd Workshop Chandramowly

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Behavior Based Intervewing Ihrd Workshop Chandramowly

  1. 1. Chandramowly
  2. 2. -Competency Approach to Selection Chandramowly
  3. 3. The Purpose To Predict future Performance Chandramowly
  4. 4. Behavioral Event Interviewing (BEI) is an interview technique based on the premise that the best predictor of future behavior is past behavior. BEI allows the interviewer to: • Gain detailed job related examples • Assess past performance • Assess competencies Chandramowly
  5. 5. Behavioral Interviewing? • A type of interviewing method, resulting in matching evidence that will predict future on the job performance and behavior competencies. • Evidence: The what, how and why? • Prediction: Past behavior is the best predictor of future behavior. • Match: Does your summarized competencies match with our needed competencies? Chandramowly
  6. 6. Chandramowly
  7. 7. Cost of Mis-hires Av Av Total Double Av Av Av First Yr Effect Search Sign Relo Salary V.Pay on Cost fee Rs.15,00,000 200,000 50,000 150,000 100,000 Rs.20,00,000 X 2 Rs.40,00,000 Chandramowly
  8. 8. FALLACIES THAT ACCOUNT FOR 80% OF PEOPLE MISJUDGEMENTS • The instant insight • Many Eyes • Human Perfectibility • Continuing Success • Objective Referee • “Scientific” Test Chandramowly
  9. 9. Exercise 1 Choosing a key competency for assessment •Think of an important job interview relevant to your group •Select 5-6 essential competencies for the position and evaluate its current and future importance •Discuss and decide 3 competencies for assessment Chandramowly
  10. 10. Developing Behavioral Questions for the Position The first step in developing behavioral questions is a job analysis Job specific knowledge, skills, abilities, attitudes, and experience (KSAAE) are the basis for each behavioral question. The next step is to prepare two or three behavioral questions for each of the priority job elements. Questions that probe past performance--that bring forth specific examples of how a person has performed in specific areas. Questions that show whether a person is qualified for and will fit into an organization in a specific job. Chandramowly
  11. 11. Drafting Questions for Behaviour Based interviewing Chandramowly
  12. 12. Behavioural Competency Based Questions are: • Focused on past behaviour • Derived from Competency Descriptions • Open Ended : Can not be answered Yes or No • Asks for specific examples • Sets up Probes of Follow up questions • Format: “ Tell me about a time when…” “ Give me an example of how…” Chandramowly
  13. 13. Behavioural Competency Based Questions are not… • Soliciting an opinion of self assessment • Conditional: Starts with “If” • Future Oriented: “ How would you” • Requesting Matters of “Fact or Descriptions” • Looking for Motivation or Fit Chandramowly
  14. 14. Examples of behavioral interview Questions: Describe a time when you put a lot of effort into a project. What did you learn? Tell me about a time when you performed well in a crisis. What did you do? Would you approach that problem in the same way today? Describe a time when you did not get along with a co-worker. What did you learn? Describe a time when you had to think on your feet to solve a difficult problem. Tell me about a time when you were not satisfied with your performance. Provide a recent example of when you exceeded expectations. Describe an accomplishment. What did you do to make that happen? Be specific. Describe a situation when you dealt with rapid changes. How did you handle it? Tell me about a time when you were responsible for directing other people. Describe a time when you were really motivated to do your best. Chandramowly
  15. 15. Circle of Learning Tell me about, ..Specific steps Self Awareness New Experiences Challenges Why use that Examples of Personal Change approach? applications Sense Learnings Making What did you learn? Source: Woller & Associates Chandramowly
  16. 16. Types of Learning • Learning – 1 INTELLECTUAL, STATIC IQ, Test Scores, Data crunch, Analytical skills, Verbal skills, technical skills, straight forward problem solving • Learning – 2 BEHAVIOURAL, SITUATIONAL, CHANGING Street smart, wise, EQ, Curiosity, initiative, alacrity, conceptually complex, broad range Chandramowly
  17. 17. How does a good Learner look like? • Specific • Self Aware • Candid • Curious • See complexity • Like to master things • Broad range of • Admit mistakes interests • Aware of impact on • Make comparisons others • Use examples ‘ • Focus on problem Rules of Thumb’ solving Source: Woller & Associates Chandramowly
  18. 18. What is a complete interview answer? It’s a STAR Situation : Circumstance of example Task : What did you have to do or achieve Action : Specifically what did you to to execute the task Result : What was the outcome Source: Development Dimensions international Chandramowly
  19. 19. BBI – Some “Do’s’ and Don’ts” • One question per competency • Use all the appropriate probes • If they seem ‘stuck’ on ‘what did I learn” ask them, what would you do if you could do it all over again • If difficulty in getting response, restate the question • Look for more specificity and ask for examples • Try not to get involved in the story but focus on experience and learning •Try to scale the response to each competency Chandramowly
  20. 20. Selection Decision Matrix Competency Weight Difficulty to Candidate Candidate Candidate Points / % develop Ratings Ratings Ratings Chandramowly
  21. 21. DEGREE OF DEVELOPMENT DIFFICULTY DEVELOPME NT Easy Average Difficult . Increasing . Developing . Integrity & Trust Shareholder Subordinates . Dealing Ambiguity A Difficult Wealth . Strategic Agility . Innovation Mgmt. S . Process Mgmt. . Personal . Motivating Subord. Learning . Dealing with Paradox S . Priority Setting . Command Skills . People Excellence E . Problem Solving . Learning on Fly . Managing Vision & S . Total Quality . Perspective and Purpose S Average Mgmt. . Planning Range of Interest . Conflict Mgmt. . Building Team Spirit . Global Awareness and M . Peer Relationship Management E . Perseverance N . Customer Focus . Results Driven . Composure T . Safety & . Interpers. Savvy . Action Oriented Environmental . Decision Quality Easy Excellence . Listening . Sizing Up People . Results . Timely Decision Making . Funct/Tech. Skills Chandramowly
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