AMEE




       Competency based Selection




                                Aug 27, 2009
                              ...
AMEE




       Staffing & Selection - Background




                        .
Staffing & Selection – Background
AMEE

 Managers’ Feedback                                                               ...
Staffing & Selection – Background
AMEE


       Key fundamentals of an effective Selection system -

          Accuracy
 ...
AMEE        What is Targeted Selection?

       Targeted Selection works by honing in on the three
       processes crucia...
AMEE           Common Selection Problems
       Interviewers
        miss important information

        overlook job mo...
AMEE        Characteristics of an Effective
                 Selection System

          Uses all relevant sources of dat...
AMEE            Effective Selection System

        50 applicants

                             Application screen
       ...
AMEE            What is a Competency?

          Competencies are the requirements for a job - the
           knowledge, ...
AMEE
           Behavioral Competencies


       Core competencies       Required in every job or role in
                ...
Competency based “Targeted Selection System”
AMEE




                          COMPETENCIES                  Adaptability...
AMEE




       .
AMEE             Types of candidate information

          Work/Education History/Certifications/ Skills - experience
   ...
AMEE             Types of candidate information

          Interests/Desires - What candidate is looking for in a job,
  ...
AMEE                 Using behavior in TS
          The key to predicting how someone will perform in a job
           is...
AMEE
                                          Coaching


                                                        Planning...
AMEE               Describe yourself

       How would you describe yourself to an interviewer?
       1. I am a people pe...
AMEE   STAR

                Situation / task = Why

                Action = What done and
                 how done

 ...
AMEE                    Situation or Task

          Changes in the candidates job responsibilities or work
           pr...
AMEE                         Actions

          The steps in completing a work assignment
          How someone laid out...
AMEE                         Results

          Effects of candidates actions (behavior)




                            ...
AMEE           Planned behavioral Qs

       Planning & Organizing
       Q:………………..
       Situation/Task     Action     ...
AMEE




       Interviewing for Motivation Fit




                       .
AMEE   Types of Information for selection


          Technical knowledge
           – special knowledge required for the...
AMEE                 Motivational Fit

       Motivation Fit is the extent to which …
       - the activities and responsi...
AMEE                       Motivation Fit

          Job Fit
           – Satisfaction with job activities

          Or...
AMEE
                      Motivational Fit Factors

          Achievement                   High Involvement - Leader
 ...
AMEE                   Motivation Fit Grid
                           Many Opportunities


               ANNOY           ...
Motivational Fit – collecting
AMEE
                       evidence

          When – begin by asking the candidate to ide...
AMEE          Benefits of Motivational Fit


          Focuses attention on job-specific motivational factors
          ...
AMEE




       Interview Techniques




                  .
AMEE
                 Skill # 1 = Preparing for an interview
       Resume Screening
       - Factors to Consider :




  ...
AMEE
                 Skill # 1 = Preparing for an interview
       Resume Screening
       - Factors to Consider :

     ...
AMEE            Competency Coverage Grid
                                          Exec. Assistant
                       ...
AMEE
         Skill # 2 = Using Behavioural Questions




       • Heart of the TS technique
       • Competency definitio...
AMEE
                Skill # 2 = Using Behavioural Questions

          Behavioural = It asks the candidate to provide sp...
AMEE
                 Skill # 3 = Asking Follow-up Questions

          Leading = Prompt candidates to give the answer th...
AMEE




       Skill #4 : Managing the Interview




                        .
AMEE                Process guidelines

          Control the pace of interview by managing the
           amount of deta...
AMEE               Process guidelines

          Make procedural suggestions
           – Questions, suggestions or propo...
AMEE                       Managing time
          Opening                         - 2mins
          Key background inte...
AMEE




       Data Evaluation




                .
AMEE                    Data evaluation

           TS provides a systematic process for evaluating data
           and ma...
AMEE
           Evaluating interview data
          Similarity – The more the examples/data resembles the job
           ...
AMEE       Competency Rating Scale

          3   - acceptable
          4   - more than acceptable
          5   - muc...
AMEE
                    Competency rating scale




       Acceptable
       Range                  5
                   ...
AMEE




       Data Integration




                .
AMEE                   Data integration

          Interviewers share the information they have
           collected and ...
AMEE                       Competency rating grid

       Competency              Recruiter   BUP       GM       Conclusio...
AMEE
                Making a hiring decision
       Factors to be considered while making a hiring decision -
          ...
AMEE             Making a hiring decision

          Interrelationship of competencies
            – Some times a high ra...
AMEE
       Legal Credibility
       & Best Practice
                Objective and specific job-
                 related...
AMEE
           Benefits of a Competency based
                  Selection System

          All competencies are covered...
AMEE


       Accuracy
       Efficiency
       Enhanced Image
       Flexibility
       Legal Credibility
              .
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Competency based Selection by Anuraag Maini, Sr. VP(HR), DLF Pramerica

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Mr. Anuraag Maini, Sr. VP(HR), DLF Pramerica, explained the importance of selecting the right candidate and the cost (direct & indirect) involved in the same which can be 8-10 times the salary paid. He shared his rich experiences on competency based selection and the dearth of trained people across industries.
He further explained how a non-fit recruitment adversely affects the organization’s performance and stressed the importance of planning before conducting the interview by using the STAR concept i.e.

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Competency based Selection by Anuraag Maini, Sr. VP(HR), DLF Pramerica

  1. 1. AMEE Competency based Selection Aug 27, 2009 Anuraag Maini .
  2. 2. AMEE Staffing & Selection - Background .
  3. 3. Staffing & Selection – Background AMEE Managers’ Feedback Exit Interview • Poor Performance • Unable to adapt to the • Culturally unfit REASONS culture • Mis-match between job • Slow on Uptake responsibility and own • Not Adaptable expectations Core Issue Difficulty in objectively measuring skills and attitudes during selection  Job specific skill sets not defined clearly  Un-structured selection system  Most Hiring Managers not trained in interviewing skills .
  4. 4. Staffing & Selection – Background AMEE Key fundamentals of an effective Selection system -  Accuracy – Validly predict the applicant’s job performance  Equity – Ensures that every qualified applicant has a fair and equal chance to be selected  Buy-in – People involved in the selection process must perceive its worth .
  5. 5. AMEE What is Targeted Selection? Targeted Selection works by honing in on the three processes crucial to successful hiring and promotion - 1. Identifying the right selection criteria through job analysis 2. Gathering pertinent candidate information 3. Evaluating the information gathered and making an accurate decision .
  6. 6. AMEE Common Selection Problems Interviewers  miss important information  overlook job motivation and organizational fit  ask illegal, non-job-related questions  have not organized selection elements into a system  take insufficient notes  misinterpret applicant information  make snap decisions about applicants  allow one characteristic to influence their judgement  organizations rely exclusively on interviews  interviewers’ hiring discussions are not systematic  pressure to fill the position affects judgement  candidates are turned off by the selection process  biases and stereotypes affect judgement .
  7. 7. AMEE Characteristics of an Effective Selection System  Uses all relevant sources of data  Involves data gathering and data giving  Decision points clearly specified  Used throughout organization  Users trained in their roles .
  8. 8. AMEE Effective Selection System 50 applicants Application screen Technical screen 24 In-depth interviews and 8 simulations Reference check 2 1 Offer .
  9. 9. AMEE What is a Competency?  Competencies are the requirements for a job - the knowledge, skills, motivations and behaviors that relate to job success  Competencies are the targets in our selection process .
  10. 10. AMEE Behavioral Competencies Core competencies Required in every job or role in an organization or large part of an organization Job Specific Related to success in specific jobs, roles, and particular levels competencies .
  11. 11. Competency based “Targeted Selection System” AMEE COMPETENCIES Adaptability JOB PROFILE • Adaptability • Adjusts approach to match KRAs • Communication varied tasks • Adjusts behaviour to style • Drive for Results of others Qualification/ • Decision Making • Change priorities to meet Experience • Planning & Organising changing demands • Sales Ability • Adjusts quickly to new responsibilities and tasks Competencies • ………….. Motivation Fit factors .
  12. 12. AMEE .
  13. 13. AMEE Types of candidate information  Work/Education History/Certifications/ Skills - experience and general qualifications to do the job. Example - – School/College attended by a candidate – Number of years of service with a company – Number of job changes – Familiarity with industry procedures – Ability to use specific computer software – Certifications  Specific experiences - specific things that the candidate has done in his jobs or other relevant history. Example – – The time that the candidate led a team on a new task – A major sale the candidate closed – The time the candidate resolved a complaint from an important customer .
  14. 14. AMEE Types of candidate information  Interests/Desires - What candidate is looking for in a job, organization and location. Example – – Information about a candidate’s likes and dislikes is a good starting point for determining their motivations to do a job. .
  15. 15. AMEE Using behavior in TS  The key to predicting how someone will perform in a job is to collect and examine behavioural examples of how he has performed in similar situations in the past. – Helps understand work history, experience, knowledge and motivation – Helps analyze these areas to predict how he or she will perform in the target job. – Help prevent false impressions and misunderstandings about a candidate’s background. .
  16. 16. AMEE Coaching Planning/ Organizing Work/ Education/ Certification/ Skills Technical/Professional Knowledge Customer focus Specific Experiences Communication Behavior Drive for Results Interests/ Desires Risk Taking Motivational Fit Types of Candidate Target Competencies Information .
  17. 17. AMEE Describe yourself How would you describe yourself to an interviewer? 1. I am a people person 2. I am a hard worker 3. I am a quick learner 4. I am dependable 5. I am a team player .
  18. 18. AMEE STAR  Situation / task = Why  Action = What done and how done  Result = Effect of action .
  19. 19. AMEE Situation or Task  Changes in the candidates job responsibilities or work processes  Demands made by a Manager or a Customer  Challenges in meeting a deadline or in getting along with a colleague .
  20. 20. AMEE Actions  The steps in completing a work assignment  How someone laid out work for a particular project  What a person did to meet a tough deadline or avoid costly delays  What a person said that made a colleague to become angry  Precautions someone should have taken but did’nt .
  21. 21. AMEE Results  Effects of candidates actions (behavior) .
  22. 22. AMEE Planned behavioral Qs Planning & Organizing Q:……………….. Situation/Task Action Result .
  23. 23. AMEE Interviewing for Motivation Fit .
  24. 24. AMEE Types of Information for selection  Technical knowledge – special knowledge required for the job  Behavioral Competencies – describe what a person can do  Motivations – determine whether a person will do a job .
  25. 25. AMEE Motivational Fit Motivation Fit is the extent to which … - the activities and responsibilities, - the organisation’s mode of operation and values, - the environment in which the individual will work and live are consistent with the type of environment that provides personal satisfaction; the degree to which the work itself is personally satisfying. .
  26. 26. AMEE Motivation Fit  Job Fit – Satisfaction with job activities  Organization Fit – Satisfaction with organization’s values and work culture  Location Fit – Satisfaction with the geographical location of the job .
  27. 27. AMEE Motivational Fit Factors  Achievement  High Involvement - Leader  Centre of Attention  High Involvement - Member  Challenging Work  Independence  Coaching Others  Interaction  Commission  Interpersonal Support  Compensation  Leading Others  Complexity  Primacy of Work  Continuous Learning  Promotion Opportunities  Details  Routine  Diverse Perspectives  Relationship Building  Fast Work Pace  Task Variety  Formal Recognition  Travel .
  28. 28. AMEE Motivation Fit Grid Many Opportunities ANNOY MOTIVATE (Facets that are present in (Facets that the candidate likes a The job that the candidate and are present in the job) Dislikes) Candidate Candidate Dislikes Likes HAPPY TO WILL MISS AVOID (Facets that are not present in the job That the candidate likes a lot) (Facets the candidate dislikes And that are not present in the Job) Few or No Opportunities .
  29. 29. Motivational Fit – collecting AMEE evidence  When – begin by asking the candidate to identify a time when he was most or least satisfied at work  What – continue by asking the candidate to describe what he was doing or experiencing that made him feel satisfied or dissatisfied  Why – complete the questioning by asking why the situation was satisfying or dissatisfying. Knowing why helps to prevent you from assuming that the candidate’s motivations are the same as yours. .
  30. 30. AMEE Benefits of Motivational Fit  Focuses attention on job-specific motivational factors  Prevents interviewer from projecting his or her motivations on candidate  Helps to ensure selection of candidates who will like their work and organisation .
  31. 31. AMEE Interview Techniques .
  32. 32. AMEE Skill # 1 = Preparing for an interview Resume Screening - Factors to Consider : .
  33. 33. AMEE Skill # 1 = Preparing for an interview Resume Screening - Factors to Consider : • Frequent Job Changes • Gaps in Employment History • Years of Experience • Qualifications • Achievements and Awards • Topical Resumes • .............. .
  34. 34. AMEE Competency Coverage Grid Exec. Assistant Recruiter BUP GM Phone Interview Interview Interview Simulation Reference Screen Check Adaptability X X X Customer Focus X X Communication X X X X Initiating Action X X Managing Work X X Quality Orientation X X Motivation Fit X X X X X Tech knowledge/skills X X X X X .
  35. 35. AMEE Skill # 2 = Using Behavioural Questions • Heart of the TS technique • Competency definition & key actions • Negative questions .
  36. 36. AMEE Skill # 2 = Using Behavioural Questions  Behavioural = It asks the candidate to provide specific information about parts of a STAR. – Tell me about a specific situation in which you used that approach – How did you handle that customer? – You say it worked out well. Specifically how did it work out?  Theoretical = Asks candidates for theories, opinions, or general actions-what they think about a topic or situation, what they would do or usually do – not what they actually did in a specific situation – How do you typically plan your day? – How would you handle a conflict with a team mate? .
  37. 37. AMEE Skill # 3 = Asking Follow-up Questions  Leading = Prompt candidates to give the answer they think you want to hear – worded in a way that hints at a “correct response” – So, it sounds like you closed the sale? – I guess you found being a team leader very satisfying? .
  38. 38. AMEE Skill #4 : Managing the Interview .
  39. 39. AMEE Process guidelines  Control the pace of interview by managing the amount of detail candidates provide  Direct the discussion into and through areas you want to cover  Prevent confusion, misunderstandings, and the need to go back and clarify details  Manage time so that you can cover each section of the interview completely .
  40. 40. AMEE Process guidelines  Make procedural suggestions – Questions, suggestions or proposals  Check for understanding – Yours or Candidates .
  41. 41. AMEE Managing time  Opening - 2mins  Key background interview - 6 mins  Planned behavioral Qs – Adaptability - 7 mins – Quality Orientation - 7 mins – Customer focus - 7 mins – Work standards - 7 mins – Decision making - 7 mins – Motivation Fit - 7 mins  Interview Close – Additional information - 3 mins – Job/Organization information - 6 mins – Close - 1 min 60 mins Time is allocated on the basis of competencies being covered .
  42. 42. AMEE Data Evaluation .
  43. 43. AMEE Data evaluation TS provides a systematic process for evaluating data and making accurate hiring decisions by -  Helping interviewers focus on all competencies for the target job  Ensuring that all candidates are treated fairly  Controlling biases and stereotypes  Maintaining hiring standards .
  44. 44. AMEE Evaluating interview data  Similarity – The more the examples/data resembles the job specific activities of the target job, the better it predicts how the candidate will perform in the job  Impact – Some situations will be more meaningful or significant than others  Recency – Recent behaviour should be given more weight than behaviour in the distant past .
  45. 45. AMEE Competency Rating Scale  3 - acceptable  4 - more than acceptable  5 - much more than acceptable  2 - less than acceptable  1 - much less than acceptable (relative to quantity and quality of behaviour required) .
  46. 46. AMEE Competency rating scale Acceptable Range 5 4 3 2 1 .
  47. 47. AMEE Data Integration .
  48. 48. AMEE Data integration  Interviewers share the information they have collected and evaluate candidates on each competency, using all information, not just their own  Each interviewer may have unique information .
  49. 49. AMEE Competency rating grid Competency Recruiter BUP GM Conclusion Adaptability 4 3 3 Initiating Action 4 2 4 Customer focus 2 4 3 Quality orientation 2 3 2 Work standards 3 4 3 Motivation fit 3 4 3 3 Tech/Prof. knowledge 3 3 3 Communication 3 3 4 3 .
  50. 50. AMEE Making a hiring decision Factors to be considered while making a hiring decision -  Relative importance of competencies – All competencies are not equally important – Give higher weight to critical competencies - Eg. Sales ability, Initiative  Trainability of competencies – Some competencies represent behaviors that are more trainable than others – Eg. Planning & Organizing Vs. Initiative .
  51. 51. AMEE Making a hiring decision  Interrelationship of competencies – Some times a high rating in one dimension can compensate for a low rating in another - Practical learning & Planning & Organizing – A high/low rating in one competency can intensify the negative aspects of a low rating in another competency - high Risk taking & low Decision Making .
  52. 52. AMEE Legal Credibility & Best Practice  Objective and specific job- related selection criteria  Standardised and objective hiring system practices  Interviewers briefed / trained in legal issues .
  53. 53. AMEE Benefits of a Competency based Selection System  All competencies are covered by at least one interviewer (coverage overlap for most important dimensions).  Predetermined decision points are established.  All candidates are treated the same up to each decision point.  Less expensive, quicker tools (e.g., resume screening, phone screening) are used up front.  In-depth, time-consuming, and expensive steps are reserved for the most qualified candidates.  Demonstrates the organization’s professionalism. .
  54. 54. AMEE Accuracy Efficiency Enhanced Image Flexibility Legal Credibility .

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