Past behavior is the best predictor of future performance. People have unique and characteristic ways of dealing with work 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 valuable information to adequately discern their preferences, abilities and competencies.
A competency-based interviewing protocol can be used to assess the competencies (skills, knowledge, and personal characteristics) of a candidate that have been determined to be required for superior or effective performance in a job. These competencies are usually identified through job competency modeling. Interview guides can provide an easy-to-follow format for structured, behavioral-based interviews. Each Workitect interview guide, with specific questions related to each of thirty-five competencies in Workitect’s competency dictionary, makes it easy for a hiring manager or interviewer to collect behavioral examples about a candidate’s relevant work experiences and accomplishments. These interview guides can