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- 1. Competency Based Interview Skills
- 2. Workshop Objectives § Enhance your current interview skills § § § How to complete a competency application form § § How to respond to interview questions § § § Develop excellent body language skills § § § Practice in a safe learning environment
- 3. Group Exercise § What is a competency based interview? § § What is the difference between competency based and other approaches to interviewing? § § How can you structure your response?
- 4. What are Competencies? “Defined as the behaviours (and where appropriate, technical attributes) that individuals must have or must acquire to perform a job effectively” CIPD 2012
- 5. What are Competency Frameworks? § Collection of competencies linked together ideally without much overlap, and describe what is important in a job § § Mainly of behavioural elements but also include professional and technical competencies §
- 6. Competency Framework How we provide leadership and direction § Setting Direction § Leadership § Managing performance § How we manage ourselves § Managing our own work § Developing our own capabilities § Communicating with impact How we work with others § Collaborating in a political environment § Influencing Outcomes § Meeting Customer Needs § Respect for Diversity and Equality How we move forward § Problem solving and Decision Making § Managing Change § Achieving Results
- 7. Benefits of Competency Framework Job Design & Grading Recruitmen t& Selection Career Pathing Potential Assessment Performance Management Succession Planning Reward Management Training & Development
- 8. Competency Based Interviewing § Best predictor of a candidate's future performance is his/her past performance § § Asks candidate to describe things they have actually done rather than what they would do in a given situation § § Avoids sterotypes
- 9. Competency Based Approach Assess candidates against essential criteria and competency § Past behaviours and performance § Learning from past behaviours § Future adaptability to new post § Knowledge and understanding of issues in relation to post
- 10. Approaches to Interviewing Traditional § Fact finding § About candidate’s background § Theoretical § How you would implement or do something § Hypothetical/Situational § How would you deal with a hypothetical situation Competency Based § Allows candidates to prove their suitability for the job by quoting examples of actual behaviour § Give us an example when…… § Describe an occasion when…… § Tell us about a time when……..
- 11. Your Examples § Place emphasis on evidence of outcomes § Things you have done that you are proud of § Situations you have handled particularly well § Ways you have contributed to the success of your organisation § Be conscious of your current work § Start writing them down
- 13. Assess § Which are the most relevant to this application? § § Have you covered the essentials? § Which ones have made the most difference?
- 14. Application Forms Effective: Ineffective: § “I led a review to re§ “The introduction of design the planning waiting list and performance management management techniques……. The arrangements in my introduction of new OT area. I gained clinics means agreement of other that…….” organisations to set up § ………….” § “The most significant § efficiency achieved to § “I was responsible for date has been in the managing the reduction of costs development of a new associated with service” sickness absence in
- 15. CBI Questions Allows candidates to prove their suitability for the job by quoting examples of actual behaviour § Give us an example when … § Describe an occasion when … § Tell us about a time when … §
- 16. Preparation Tips § Research § Prepare written responses § Assemble hard evidence – past achievements § Review your personal goals § Check references § Positive mind-set
- 18. § Eye contact § Use of hands § Movement § Posture
- 19. Body Language Interviewee To do § Smiling § Unbuttoning your coat when sitting § Open hands § Leaning forward in your chair § Chin up § Firm handshake § Good eye contact To avoid § § § § § § § § § Fidgeting Pulling on your ear Clenched hands Touching or covering part of your face Chin down Playing with your hair Looking down or never making eye contact Crossing your arms
- 20. Body Language Panel Observation of the audience is useful as it gauges: § Attention § § § Agreement § Disagreement § Boredom Don’t over analyse body language – some people just fold their arms because they fold their arms!
- 21. Voice Language
- 22. On the Day § Time your arrival § Recover from a poor first impression § Create a positive first impression § Sell yourself § Opening conversation § Manage your nerves § Get comfortable but not § Body language too comfortable § Interview dress code §
- 24. Top Tips § § § § § § § § § § Do your homework – there is no shortcut Structure your answers (SBO or STAR) Practice (and get feedback) Listen Caution! – “I was involved” “I participated in” Stay positive Motivation – why do you want the job? Think yourself into the post Don’t make assumptions
- 25. Common Interview Mistakes n Lack of preparation n Inappropriate dress n Talk too much/too little n Fuzzy facts n Bad mouthing previous employer n Not answering the question
- 26. Contact Us Una McSorley una@marcommcfs.co.uk 028 90 817067 www.marcommcfs.co.uk
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