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Competency-Based HR Application:
Assessment & Selection

Some Basic Assertions
People have unique and characteristic ways of viewing and dealing with life situations. As a result, they develop preferred ways of operating. Because of these preferences, they develop particular abilities and become competent in their use.Some of these preferences, abilities and competencies are significant in predicting job success. People do - in the course of describing experiences and accomplishments - offer sufficient information to adequately discern their preferences, abilities and competencies.
Features
  • Is a structured and focused probe strategy
  • Designed to illicit critical job experiences
  • Focuses on job requirements and job/candidate match
  • Investigative - not reflective
  • Allows the collection of actual performance data rather than what someone might do in a similar situation
  • Deters interviewees drawing their own conclusions about what it might take to do a job
  • Presses for actual behaviors - thoughts and actions
Advantages
  • Gets right to values - what people think they do - not what they actually do (motives, abilities and knowledge that we have and use)
  • Focuses on what people do that's key for job success
  • Allows 'critical incident' questions to be asked - capturing the "10% of behaviors that make up 90% of the difference."
  • Determines social, technical knowledge and skill factors important for job performance
  • Produces better data than other techniques - improving decision making
Interview Guides
Interview Guides assist in the behavioral interviewing process. They provide specific questions and probes for the behaviors of each of the 34 competencies in Workitect's competency library. In addition, positive and negative behavioral indicators are listed that help the interviewer evaluate the candidate's responses. While the process described is designed for multiple interviewers seeing each candidate, it can be completed with only one interviewer. Each two-page Guide can be purchased separately to correspond to the competencies in a competency model.
Interviewing for Competencies Workshop
This one-day workshop teaches participants to effectively use a competency-based process to conduct a structured behavioral interview to assess an individual's competencies.

The program will be of most value to organizations with competency models already built for the positions targeted for assessments and to interviewers who will be using Workitect's Interview Guides.
This assessment process can also be used to help collect data for developmental coaching and career counseling.

Agenda

  • Introduction
    • Types of behaviorally based interviews
    • Behavioral Event Interviews
    • Structured Behavioral Interviews
    • Principles of Structured Behavioral Interviewing Example of interview for critical event
  • Interviewing Strategy
  • Understanding the Job
    • Job Analysis Interview
    • Determining required competencies
            - The process used to develop a model
            - Using existing competency model
  • Using Screening and Selection Tools
    • Screening interview to select candidates to be given a structured behavioral interview
    • Structured interview process using Interview Guides
    • Other types of assessments used in selection
            - Interviewing to assess technical expertise
            - Group Interviews
  • Preparing for interviews
    Planning a sequence of interviews to assess targeted competencies
  • Conducting the interviews
    • Conducting structured behavioral interviews using developed protocol
    • Practice Interview and group discussion on practice
    • Handling problems situations in interviews
  • Scoring the Interviews
    • Using indicators in interview guide to score the interview
    • Transferring ratings to candidate rating form
Contact us
More About Assessment & Selection

A two-day workshop that teaches line managers and HR interviewers how to plan and conduct an interview, and evaluate data to make a sound hiring or placement decision.
A program that teaches participants how to use a competency-based approach to assessment and selection. The Focused Interview, also known as the behavioral event interview or key event interview, is taught, demonstrated and practiced in this three-day interactive workshop.
Describes Workitect's approach and experience in helping organizations attract and retain talent.
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