Logo

Navigation
  • Home
  • Services
    • ERP Solutions
    • Implementation Solutions
    • Support and Maintenance Solutions
    • Custom Solutions
    • Upgrade Solutions
    • Training and Mentoring
    • Web Solutions
    • Production Support
    • Architecture Designing
    • Independent Validation and Testing Services
    • Infrastructure Management
  • Expertise
    • Microsoft Development Expertise
    • Mobile Development
    • SQL Server Database and BI
    • SAP BI, SAP Hana, SAP BO
    • Oracle and BI
    • Oracle RAC
  • Technical Training
    • Learn Data Management
      • Business Intelligence
      • Data Mining
      • Data Modeling
      • Data Warehousing
      • Disaster Recovery
    • Learn Concepts
      • Application Development
      • Client Server
      • Cloud Computing Tutorials
      • Cluster Computing
      • CRM Tutorial
      • EDI Tutorials
      • ERP Tutorials
      • NLP
      • OOPS
      • Concepts
      • SOA Tutorial
      • Supply Chain
      • Technology Trends
      • UML
      • Virtualization
      • Web 2.0
    • Learn Java
      • JavaScript Tutorial
      • JSP Tutorials
      • J2EE
    • Learn Microsoft
      • MSAS
      • ASP.NET
      • ASP.NET 2.0
      • C Sharp
      • MS Project Training
      • Silverlight
      • SQL Server 2005
      • VB.NET 2005
    • Learn Networking
      • Networking
      • Wireless
    • Learn Oracle
      • Oracle 10g
      • PL/SQL
      • Oracle 11g Tutorials
      • Oracle 9i
      • Oracle Apps
    • Learn Programming
      • Ajax Tutorial
      • C Language
      • C++ Tutorials
      • CSS Tutorial
      • CSS3 Tutorial
      • JavaScript Tutorial
      • jQuery Tutorial
      • MainFrame
      • PHP Tutorial
      • VBScript Tutorial
      • XML Tutorial
    • Learn Software Testing
      • Software Testing Types
      • SQA
      • Testing
  • Career Training
    • Career Improvement
      • Career Articles
      • Certification Articles
      • Conflict Management
      • Core Skills
      • Decision Making
      • Entrepreneurship
      • Goal Setting
      • Life Skills
      • Performance Development
      • Personal Excellence
      • Personality Development
      • Problem Solving
      • Relationship Management
      • Self Confidence
      • Self Supervision
      • Social Networking
      • Strategic Planning
      • Time Management
    • Education Help
      • Career Tracks
      • Essay Writing
      • Internship Tips
      • Online Education
      • Scholarships
      • Student Loans
    • Managerial Skills
      • Business Communication
      • Business Networking
      • Facilitator Skills
      • Managing Change
      • Marketing Management
      • Meeting Management
      • Process Management
      • Project Management
      • Project Management Life Cycle
      • Project Management Process
      • Project Risk Management
      • Relationship Management
      • Task Management
      • Team Building
      • Virtual Team Management
    • Essential Life Skills
      • Anger Management
      • Anxiety Management
      • Attitude Development
      • Coaching and Mentoring
      • Emotional Intelligence
      • Stress Management
      • Positive Thinking
    • Communication Skills
      • Conversation Skills
      • Cross Culture Competence
      • English Vocabulary
      • Listening Skills
      • Public Speaking Skills
      • Questioning Skills
    • Soft Skills
      • Assertive Skills
      • Influence Skills
      • Leadership Skills
      • Memory Skills
      • People Skills
      • Presentation Skills
    • Finding a Job
      • Etiquette Tips
      • Group Discussions
      • HR Interviews
      • Interview Notes
      • Job Search Tips
      • Resume Tips
      • Sample Resumes
 

Using Competencies in Selecting Your People

By Exforsys | on January 19, 2016 |
Competency Development

During hiring process, companies focus on an individual’s competencies, and this is more evident today than ever. Their understanding of the value of people to help them communicate their core competencies to their market and the rest of the world has paved the way for the integration of competency-based hiring practices.

The kind of people hired by any company will impact the business, and such impact can go either way – good or bad. The employees are the heart of the company; if they are highly competent individuals then they will contribute greatly to the company’s success. Conversely, if ineffectual employees are hired then it can be expected that this will only bring problems to the business.

Competency-Based Hiring

In hiring, two factors determine individual competencies:

(1) Knowledge and Skills (including functional competencies or the technical qualifications)
(2) Attitude (behavioral characteristics).

In the past, only the technical qualifications were considered without really looking into the person’s behavioral abilities. Competency-based hiring is defined as the use of assessment tools that will allow the interviewer to identify the competencies of an applicant, which are not limited only to knowledge and skills, but also in terms of behavioral characteristics.

In helping to define the specific kind of competencies that a company should be looking for, hiring officers need to find out what competencies are needed for the following: position-specific roles and organizational roles. Position-specific roles would require competencies that will enable an individual to perform his tasks well, whereas organizational roles would require competencies that will equip an individual to work towards the values, principles, and culture of the organization. Essentially, competency-based hiring is all about identifying an individual’s competencies based on their past experiences, with due consideration on that person’s capacity to fit into the organization’s values, principles, and culture.

Traditional Interview vs. Competency-Based Interview

As previously mentioned, technical qualifications were the only ones considered. This included educational background, credentials, and functional competencies. This was the traditional way of hiring people for a company and it was found that this method was poor and insufficient in predicting the future performance of any person. This is because such type of interview only provides the interviewer with information on previous work experiences, the scope of previous job, and specific accomplishments but it does not tell the interviewer the “how’s” and the “why’s.”

On the other hand, with competency-based interviews, one is able to determine an individual’s experience as well as his current level of competence required for the position which he is applying for. It gives the interviewer a clear picture of the applicant’s behavioral abilities because questions to be asked focus on reactions, reasoning, perception, and opinions on workplace situations that he has been put into during his previous work experiences.

Competency-based interviews are also referred to as Structured Interviewing. It revolves around the universally accepted theory that an individual’s past performance and behavior at work is an accurate predictor of future performance and behavior. It has been said that such type of interview is five times more accurate than a traditional interview.

Competency-Based Interview Questions

Since knowledge and skills competencies can be initially identified just by going over an applicant’s resume and cover letter, competency-based interviews focus mainly on behavioral characteristics or the attitude competencies. Such information can be identified by asking a series of situational questions. Some examples are as follows:

  1. Tell me about a time when your boss reprimanded you for a project you had worked on.
  2. Describe a scenario at work wherein you found very frustrating.
  3. Give an example of a situation where you felt very proud of yourself.
  4. What was the most difficult obstacle you have ever come across with and how did you manage it?
  5. Describe your work relationship with the other members of your team from your previous employer.

Aside from situational questions, interviewers may also ask direct competency-based questions, such as:

  1. What is your work philosophy?
  2. How would you rate your typing skills?
  3. Describe the way you manage other people in the office.
  4. How efficient are you at managing your time?
  5. What do you think would your previous employer say about you if he was here now?
« « Using Competencies in Training
Using Competency Frameworks to Improve Performance » »

Author Description

Avatar

Editorial Team at Exforsys is a team of IT Consulting and Training team led by Chandra Vennapoosa.

Free Training

RSSSubscribe 394 Followers
  • Popular
  • Recent
  • Using Competency Frameworks to Improve Performance

    January 23, 2016 - 0 Comment
  • Competency and Competence

    December 24, 2015 - 0 Comment
  • Using Competencies in Project Management

    January 26, 2016 - 0 Comment
  • Introduction to Competency

    December 20, 2015 - 0 Comment
  • Using Competencies in Training

    January 16, 2016 - 0 Comment
  • Influences of Competency

    January 3, 2016 - 0 Comment
  • Competency Assessment

    December 29, 2015 - 0 Comment
  • Leadership Competencies

    December 31, 2015 - 0 Comment
  • Competencies Key Principles

    January 5, 2016 - 0 Comment
  • How to Develop a New Competency

    January 8, 2016 - 0 Comment
  • Using Competencies in Project Management

    January 26, 2016 - 0 Comment
  • Using Competency Frameworks to Improve Performance

    January 23, 2016 - 0 Comment
  • Using Competencies in Training

    January 16, 2016 - 0 Comment
  • Using Competencies for Employment

    January 12, 2016 - 0 Comment
  • How to Develop a New Competency

    January 8, 2016 - 0 Comment
  • Competencies Key Principles

    January 5, 2016 - 0 Comment
  • Influences of Competency

    January 3, 2016 - 0 Comment
  • Leadership Competencies

    December 31, 2015 - 0 Comment
  • Competency Assessment

    December 29, 2015 - 0 Comment
  • Competency Framework

    December 27, 2015 - 0 Comment

Exforsys e-Newsletter

ebook
 

Related Articles

  • Using Competencies in Project Management
  • Using Competency Frameworks to Improve Performance
  • Using Competencies in Training
  • Using Competencies for Employment
  • How to Develop a New Competency

Latest Articles

  • Project Management Techniques
  • Product Development Best Practices
  • Importance of Quality Data Management
  • How to Maximize Quality Assurance
  • Utilizing Effective Quality Assurance Strategies
  • Sitemap
  • Privacy Policy
  • DMCA
  • Trademark Information
  • Contact Us
© 2023. All Rights Reserved.IT Training and Consulting
This website uses cookies to improve your experience. We'll assume you're ok with this, but you can opt-out if you wish.AcceptReject Read More
Privacy & Cookies Policy

Privacy Overview

This website uses cookies to improve your experience while you navigate through the website. Out of these, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. We also use third-party cookies that help us analyze and understand how you use this website. These cookies will be stored in your browser only with your consent. You also have the option to opt-out of these cookies. But opting out of some of these cookies may affect your browsing experience.
Necessary
Always Enabled
Necessary cookies are absolutely essential for the website to function properly. This category only includes cookies that ensures basic functionalities and security features of the website. These cookies do not store any personal information.
Non-necessary
Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. It is mandatory to procure user consent prior to running these cookies on your website.
SAVE & ACCEPT