Competency Interviewing Skills | Interview Skills for Selection and Development

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Competency Interviewing Skills are essential for the effective selection of staff at all levels of the organization. This presentation highlights key steps.

Competency interviews help clarify personal strengths, performance capability and future potential. Interview Skills Training helps improve the consistency and professionalism of the selection process.

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Competency Interviewing Skills | Interview Skills for Selection and Development

  1. 1. Identifying Star Performers & Profiling Future Potential Presentation from Pario Innovations David Sharpley Chartered Psychologist http://www.Executive-Assessment.com
  2. 2. Overview An interview usually forms part of a wider Selection and Development System . Assessments made during the interview need to be based on careful analysis of (i) role requirements, (ii) issues of „culture‟ and „fit‟ – and (iii) the competencies required for high performance It‟s important to separate Competence and Competencies Competence: essential knowledge, skills, qualifications & experience Competencies: the attributes and behaviours of superior performers http://www.Executive-Assessment.com
  3. 3. The Focus of the Assessment Technical Skills and Professional Knowledge are essential for Competence in the role. However, superior performance is linked to appropriate Competencies, which in turn are under-pinned by personal strengths. Strengths combine skills + motivational factors, resulting in higher levels of performance. Competency Assessment should never be a “tick box” exercise. It is always important to consider the underlying strengths required in the role. http://www.Executive-Assessment.com
  4. 4. The Time Problem Depth of the Assessment Time Available for the Interview There is a real risk that the interview may result in only superficial analysis of the important issues. Alternatively, the interviewer/s may try and find out too much, too quickly, which results in defensive answers and deflection of the questioning. http://www.Executive-Assessment.com
  5. 5. Effective Interviewing Depth of the Assessment The “Funnel” Interview Technique adds focus. Start with an Open Question or request for an example of a situation e.g. “Tell me about…” The initial response supports follow-up questions that help clarify what happened, and how the person responded. This can be linked to the STAR Model … Situation, Task, Action, Result Time Available for the Interview Explore one topic, probe the key issues, then move on to the next. http://www.Executive-Assessment.com
  6. 6. The Interview Time-Line The interview takes place at a Point in Time The Past Focus of the Interview The Future Past Behaviour offers the best evidence for Future Performance The job of the interviewer is to assess the person‟s strengths (linked to relevant competencies) and relate to Role Requirements. Focus on previous action and avoid hypothetical “What if… ?” questions http://www.Executive-Assessment.com
  7. 7. Competency Checklist Competencies must be clearly defined to support accurate assessment. It may be useful to clarify “Fuzzy” Competencies against the 3H Model: The Head: Analysis, Problem Solving, Planning and Monitoring of Activities The Heart: Interpersonal Skills, Developing Capability & Work Relationships The Hands: Focus on Results, Achievement Motivation, Drive and Resilience Personal Strengths may well be linked to one of these three clusters. http://www.Executive-Assessment.com
  8. 8. Assessing Performance and Potential Current performance is not always a strong predictor of potential Potential should be viewed in context, and with reference to time-scales. In addition to ability, high potential people often display drive, enthusiasm and resilience under pressure. Most importantly, they are able to adapt to changing demands and apply their knowledge in new ways. When assessing potential, interviews are best supported by other techniques, including Psychometric Questionnaires, 360 Degree Feedback and Development Centres. http://www.Executive-Assessment.com
  9. 9. Profiling Strengths and Weaknesses Psychometric Questionnaires offer extra insight into Work Behaviour and Motivation. Key points can then be explored as part of the interview process. Role Profiling is also an option. Candidate Profiles can be checked against Role Requirements. Pario Psychometrics are completed online, and reports automatically delivered before the interview, helping interviewers identify role-relevant issues. http://www.Executive-Assessment.com Pario Professional Questionnaire
  10. 10. Our Interview Training courses are tailored to requirements, with the option to include Pario Questionnaires, which enhance Competency Interviewing, Coaching and Assessment of Potential. For Interview Skills Training + Pario Psychometrics Training Email support@Pario360.com Go to http://www.executive-assessment.com for more on Pario Resources, including 360 Degree Feedback, and Assessment Centre Automated Reports http://www.Executive-Assessment.com

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