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BENEFITS OF DOCUMENT
Competency Based Interview Questions Templates
Competency based interview (CBI) is a structured type of interview. The questions are focused on disclosing examples of behavior in the past. The process of interview is intended to disclose specifically and in detail examples of behavior in the past. CBI is designed based on the principle: past behavior predicts future behavior (Candidates are most likely to repeat these behaviors in similar situations in the future).
Competency based interview is using STAR method to discover the strenghts of the candidates.
• S - What was the Situation in which you were involved?
• T - What was the Task you needed to accomplish?
• A - What Action(s) did you take?
• R - What Results did you achieve?
Competency is a set of demonstrable characteristics and skills that enable, and improve the efficiency of, performance of a job. Competencies are not skills, although they are similar. Skills are learned, while competencies are inherent qualities an individual possesses – collaboration skills, knowledge and ability. During job interviews and assessments, competencies are used as benchmarks against which assessors can evaluate candidates.
One of the biggest challenges a company might face in recruitment is identifying employee competencies in the first place; it can often be difficult to put into words what employees need to possess to make them successful. Competencies usually fall into three categories:
1. Behavioral Competencies – an expression of the softer skills involved in an employee's performance.
2. Technical Competencies – usually concerned with the effective use of IT systems and computers, or any hard skills necessary for a job.
3. Leadership Competencies – an expression of the qualities that make a good leader, turned into measurable behaviors.
Competencies have been understandably very important in terms of how it shapes an individuals thought process. These have been used as a detailed framework to help the employees' in focusing their behaviour on tasks that are critical to an organisation and therefore, helps drive success. They can provide a common way to select and develop talent. The benefits are clear for employees, that is, it offers a description of the standards of excellence for current roles and potential future roles – in other words, they describe what "great" performance looks like.
Competencies have been understandably very important in terms of how it shapes an individuals thought process. These have been used as a detailed framework to help the employees' in focussing their behaviour on tasks that are critical to an organisation and therefore, helps drive success. The benefits are clear for employees and managers, and ultimately, the organisation.
For employees, competencies offer a description of the standards of excellence for current roles and potential future roles – in other words, they describe what "great" performance looks like.
1. For Managers – they provide resources to help them select and develop employees and provide language to guide performance feedback.
2. For Organizations – they provide an action-oriented translation of what it looks like to demonstrate the values that are key to success.
A competency model is a properly framed guideline which is developed mostly by the HR functional team that concretises specific skills, knowledge and behavioural requirements which would enable employees to successfully perform their work.
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Source: Best Practices in Interviewing Word: Competency Based Interview Questions Templates Word (DOCX) Document, UJ Consulting
ABOUT THE AUTHOR: UJ CONSULTING
Untung Juanto ST., MM. Founder of UJ Consulting. He is professionally experienced business and management consultant in several local and multinational companies. [read more] He has an experience in managing an effective and efficient company with various approach methods adapted to different industries because He had a career from the lower management level as Supervisor before finally being at the top management level. His Top Management experience started from the position of General Manager, VP Operation, HR Director and Business Development Director
He completed his undergraduate education majoring in Architecture at Diponegoro University, Semarang, Central Java, Indonesia. After that, He continued to Master of Management level majoring in Human Resource Management with cum laude predicate with a GPA of 3.94 at Mercubuana University, Jakarta, Indonesia.
His last work experience as Deputy President Director at Hutahaean Group in charge of 14 business units engaged in various industries including CPO Production, Oil Palm Plantation, Cassava Plantation, Tapioca flour production, 4 and 5 star hotels, waterparks, golf courses and housing with a total of employees more than 3,000 employees.
His biggest achievement was in 2021 when He served as Deputy President Director at Hutahaean Group Indonesia by increasing the company's revenue from IDR 700 billion to IDR 1.1 trillion (y/y) and increasing the profit margin by more than 20%. Doing a turn around on business units that have lost in the last 5 years become profits. In addition, He have also succeeded in creating an efficient and effective management system by redesigning the Business Process Management (BPM), reviewing Standard Operating Procedures (SOP) and Work Instructions and compiling the appropriate Key Performance Indicator Management (KPIM) to increase employee productivity.
He is currently active as a part-time business and management consultant (online) at Enquire Corp. and Flevy Corp. In addition, He also teach part-time at several universities for courses in strategic management, human resource management, project management, entrepreneurship and business.
UJ Consulting has published 171 additional documents on Flevy.
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