What is competency based interviewing? * Competency based interviewing is a structured and systematic way of evaluating candidates based on their demonstrated skills, knowledge, and abilities that are relevant for the job. It involves asking behavioral and situational questions that elicit specific examples of how the candidates handled previous ——challenges,-solved_problems,-orachieved___ raculte Tha ancware ara than erarad andCont’d * Competency-based interviews focus on the skills and attributes directly related to job performance. Instead of asking hypothetical questions, interviewers target real-world scenarios to assess how candidates have demonstrated vital competencies in their past experiences. For technology professionals, this means evaluating technical expertise and soft skills like problem-solving, communication, and —teamwe sl)Cont’d ¢ During the interview, selectors can identify specific patterns in the candidate's behavior, such as their approach to group or leadership relationship conflicts. This helps the selectors assess whether the candidate fits the company's values —andrhas the required probtem-sotving—Why use data and analytics in competency based interviewing? * Data and analytics can help you design, implement, and evaluate competency based interviewing in several ways. First, you can use data and analytics to identify the key competencies that are critical for the role, based on the job analysis, the —organizationatstrategy, and the ——_Cont’d * Second, you can use data and analytics to create and validate the behavioral and situational questions, the scoring rubrics, and the rating scales that measure each competency. Third, you can use data and analytics to monitor and improve the quality, consistency, and fairness of the interview process, by analvzina the feedback. the scores. andHow to collect data for competency based interviewing? * When collecting data for competency based interviewing, the sources and methods can vary depending on the purpose and resources. Job descriptions, performance appraisals, and competency models can help define the role and the expected behaviors. Surveys, interviews, and focus groups with stakeholders can offer insights ——into the needs-and_expectations-of the role.— Marlat racaarch hanchmarlinn and hactCont’d * Applicant tracking systems, assessment tools, and feedback forms can provide data about candidates, their responses, scores, and outcomes. Quantitative methods such as numerical ratings or scales can offer objective and measurable data. Qualitative methods such as open-ended questions or observations can provide rich and detailed ——data.Combining-quantitative and——____ nualitative data thranuah mivad mathadeHow to analyze data for competency based interviewing? * When analyzing data for competency based interviewing, the goal and type of data will determine which tools and techniques to use. Spreadsheets, such as Excel or Google Sheets, can be used to organize, filter, sort, and calculate data. Statistical software like SPSS or R can be used to conduct descriptive and inferential statistics like mean. standardCont’d * Data visualization software like Tableau or Power BI can create charts, graphs, dashboards, or reports that display data in a visually appealing way. Descriptive analysis provides an overview of the data by summarizing, comparing, or grouping data. Exploratory analysis helps find patterns, trends, or outliers in the data to —gain_insights_tInferential_analysis-tests_——__ hunathacac drawe cancluciane and malacHow to use data for competency based interviewing decisions and * Data can be us@HOAS2nt ways to inform decisions and actions during competency- based interviewing, depending on the stage and scope of the process. For example, data can be used to design interview questions and scoring criteria that define the competencies and expected levels of performance for the role. It can also be ——used_to-guide_the interview_process,——___ avaluata raculte and calart randidatac hwCont’d * Furthermore, data can be used to improve the interview process and competencies by identifying any strengths, weaknesses, gaps, or opportunities.Examples of Competency- based interview questions * These questions aim to uncover specific examples from a candidate's past experiences, allowing you to assess their competencies and suitability for the technology roles you are staffing. Here are a few examples tailored for technology —professtonais’ — wae es NoCont’d * Technical Proficiency: Can you describe a complex technical challenge you faced in your previous role? What programming languages, tools, or technologies were involved, and how did you overcome the challenge?Cont’d ¢ Problem-Solving: Share an example of when you had to troubleshoot and resolve a critical issue under tight deadlines. What approach did you take, and what was the outcome?Cont’d ¢ Adaptability: Technology is constantly evolving. Can you provide an example of how you stayed updated with emerging trends and implemented new technologies to improve a project or process?Cont’d * Communication Skills: Describe a situation where you had to explain a complex technical concept to a non-technical stakeholder. How did you ensure clear communication, and what was the result? Collaboration: Give an example of a project where you collaborated with cross-functional teams. How did you ensure effective communication and coordination among team embers with diverse skill sets?Cont’d * Attention to Detail: Discuss a project where a small detail made a significant difference. How did you ensure accuracy, and what impact did it have on the project's success? Leadership (if applicable): Have you ever taken a leadership role in a technical project? Describe the challenges you faced, how you motivated your team, and the ultimate outcome of the project. Conflict Resolution: Technology projects can encounter conflicts. Share an experience where you ~~~ had to resolve a disagreement within your team. HowCont’d * Continuous Learning: In the rapidly changing tech landscape, continuous learning is crucial. Can you provide an example of how you proactively sought to expand your skills or knowledge in a specific area? Project Management: Describe a project you managed from conception to completion. How strateaies did vou use to ensure it wasThe Benefits ¢ Accuracy in Assessment: By honing in on specific competencies, you gain a more accurate understanding of a candidate's potential for success in a given role. * Consistency: The structured nature of competency-based interviews allows for a consistent evaluation processCont’d ¢ Informed Decision-Making: Armed with detailed insights into a candidate's capabilities, you can make more informed decisions about placements.Conclusion * In conclusion, competency-based interviews are a valuable strategy for companies seeking to match professionals with the right opportunities. By focusing on the competencies that matter most in the tech industry, these interviews provide a comprehensive view of a candidate's potential to excel in their role. We hope this ——article-will_ help you-_design-a_more_assertive— racriitmant nrarace ta attract tan talantTHANK YOU