Competency interview (or behavioral interview) is a type of interview used by personnel selection experts because it offers more benefits and is more effective in predicting job performance than traditional interview.
Doing a good interview will determine if we are really fit for the position we have chosen.. Therefore, if we are to get the most out of ourselves in front of the interviewer, it is important to know how the behavioral interview works.
Skills interview: everything you need to know
During a competency interview, and to find out if the interviewee is the right person for the job, the recruiter will focus on obtaining examples of behavior from the candidate’s personal, academic and professional life.
The personnel selection expert, after having site and organizational needs, Noted whether the motivation, knowledge, skills or values of the interviewee matched the needs of the business.
Analyze the keys to overcome it and get the job done
Unlike the traditional interview, which focuses on superficial aspects such as knowledge, experience or education level, the skills interview assesses other skills needed for the specific job and organization, such as that: the way of communicating with colleagues, the desire to work in the company, the ability to lead, etc. Competency interview, therefore, investigation into deeper aspects that better predict the candidate’s future performance.
The concept of competition
The concept of competence arises from the need to value not only the set of knowledge, skills and abilities that a person may possess, but also to appreciate his ability to use them to respond to specific situations and solve problems that may arise. in the work environment. In addition, it refers to the conditions of the individual and his behaviors, and takes into account the attitudinal and evaluative component present in his actions.
The concept of competition is multidimensional and includes four components different:
- know-how: It is the personal dimension, attitudes and values that guide behavior.
- Know: This is the technical dimension, and refers to academic data, or to the knowledge that the person has.
- know how: It is the methodological dimension, the ability to apply knowledge. These are capacities, skills, methods of action, etc.
- know-how: This is the participatory dimension. It refers to skills related to interpersonal communication and cooperative work.
Previous work of a skills interview
When interviewers ask questions based on skills, they are looking for answers that prove that a person he answered successfully to the challenges of stopping, who will fit into the working group and effectively use their skills and experience in day-to-day tasks. Therefore, depending on one location or another, the interviewer’s questions may be directly related to the specific tasks of the job, their interpersonal skills or the degree of motivation that the job produces for them.
For example, the questions will be different for a factory operator and for a receptionist. Each of these sites requires different skills, Specific talents. But also, in the case of the receptionist, it will not be the same to work in a five star hotel as in a three star hotel. The clientele of one or the other hotel, favored that the candidates have certain attitudes or others.
In order to correctly define the necessary skills, there must be preliminary work by the human resources department or the recruiter, within which knowledge of the place (tasks, working hours, etc.) is acquired and of the aspects of the organization that will influence the work (for example, the work climate, company values, etc.).). All this information will be translated into a clear language, that is to say that the necessary behaviors and skills will be well defined. This will allow the investigator to know exactly the specific needs of the stoppage, and will facilitate his ability to predict in the selection process, i.e. it will know if the worker is suitable for both employment and business.
How to prepare for a skills interview?
Essentially, an interview is a casting, so you need to be well prepared to avoid falling into the “10 Most Common Job Interview Mistakes”.
To show the best image of yourself, we are going to give you some tips and tricks which can be very useful in order to overcome the filter imposed by the human resources departments of companies.
1. Do you know
Getting to know yourself is essential to having a good interview. Write down your strengths and weaknesses and think about what you can bring to the business if you are selected.
2. Find the site
You need to research the job offered, in order to know the skills needed for the job. In addition, you can review the description of the offer to learn more about the features and requirements required by the company.
3. Find information about the organization
Research the values promoted by the organization, its culture, find out about the field in which you will be working, etc. Surely looking at their website, you can find some important information.
4. Prepare the questions
If you’ve followed the steps above, you might get an idea of what skills are most important for the job you aspire to. You can now be well prepared for any questions that you think might arise during the interview. Think of examples from your experience that show you have these skills, and prepare anecdotes and examples. First of all, explain what you did in the situation you are going to explain. You don’t have to learn exactly what you’re going to say, but you can get an idea of what they’re going to ask you. This way you will be safer and answer questions more fluently.
If you are not used to attending competency interviews, the STAR model (Situation, Task, Action, Result) can be useful because it structures the responses well. Once you have the skill, think about the situation, the task, the action, and the outcome of what you are going to explain. This way, you will build better answers and you won’t forget any data.
Bonus: frequently asked questions during a skills interview
Finally, we present some questions with their respective skills:
Client orientation: Tell me about a situation in which you consider that you have satisfactorily resolved a client’s needs. How did you act in this situation?
Problem solving: Tell me about a problem you found in your previous job. What solution did you take? Because?
Stress resistance: When do you think you’ve been in a really stressful situation? How did you react?
If you need to know more about frequently asked questions during interviews, Be sure to read:
“The 10 most frequently asked questions during a job interview (and how to deal with them)”