Competency Based Interview
1
Objectives
Be able to use the Competency Framework for carrying
out assessments
Be able to select the right candidate based on required
competencies
Be able to relate the candidates’ competencies with
work performance
What are competencies?
• Competencies are defined behavioral skills combined with
technical knowledge and skills that will serve as indicators of
success in a position.
Why use them?
It is critical that organizations assess how selections are
made. With limited promotional opportunities, and planned
attrition, getting the right people into the right jobs becomes
more critical to our success as an organization.
The cost of an unsuccessful selection is an expense that
organizations can’t afford.
Competencies can be developed; the emphasis of a
competency based interview is the learning agility of
applicants, and how that learning agility can be used to
assess success in a position.
Gives the organization a tool to evaluate known quantities
and see them in a different light, and evaluate their ability to
make effective contributions to the organization
What is a competency-based interview?
Competency based interviewing has a different focus; the
focus shifting to assess the learning agility of
applicants, based on identifying competencies, and
using the interview process to obtain in-depth
information about applicants, and how they perform,
and translate learning to new situations.
Introduction
to Competency-Based Interviewing
As demonstrated in the questions, the emphasis of a
competency based interview is on the applicants’ life
learning; interviews of the past have focused on
accomplishments and future plans; competency based
interviewing assesses the individual as a whole.
Competency based interviewing emphasizes excellent
communication throughout the interview; with the focus on
learning, applicants with substantial learning generally
interview better than those applicants with good interviewing
skills, but who possess little self-awareness.
Competency based interviewing places the emphasis on the
applicant’s individual ability to relate learning from
experience to the position in question.
Competency Framework
Different types of competencies?
Technical Behavioral Process
Technical skills People skills like An employee’s
possessed by employees leadership skills, knowledge of specific
eg. Java coding or C++ ability to work well in processes, necessary
testing, etc a team, etc. to do work
Competency Dimensions - Behavioral
Behavioral
Organizes and directs quality of work
Drives for value added results
Anticipates and handles critical situations
Builds Technical Capabilities
Demonstrates Professionalism and Confidence
Maximizes Team Performance
Communicates Effectively
Competency Dimensions - Process
Process
Configuration Management
Estimation
Project Management
Metrics analysis
QMS
Reviews
Competency Dimensions - Technical
Skills Competency
.Net/VB/C# Coding, Design, Support & Maintenance, Deployment, Testing
Cpp Coding, Design, Support & Maintenance, Configuration &
Deployment, Testing
Database Technologies Build & Implement, Design & Architect, Support & Operate
Delivery Management Process
EAI Technologies Coding, Design, Support & Maintenance, Deployment, Testing
Host/Server Platform Coding, Design, Support & Maintenance, Deployment, Testing
Java Technology Platform Configuration & Deployment, Design & Architecture,
Programming & Development, Support & Maintenance,
Testing
JD Edwards Coding, Design, Support & Maintenance, Testing
Oracle Apps - Functional Configuration & Deployment, Design & Architecture, Support &
Maintenance, Oracle Apps Functional Knowledge
Oracle Apps - Tech Coding, Design, Support & Maintenance, Deployment,
Testing, Design & Architecture
Oracle DBA Configuration & Deployment, Design & Architecture, Support &
Maintenance
Competency Dimensions - Technical
Skills Competency
PeopleSoft Coding, Design, Support & Maintenance, Deployment, Testing
SAP – Basis Design, Support & Maintenance, System Build / Installation,
Testing
SAP - Functional Configuration, Deployment, Design, Support & Maintenance,
Testing
SAP - Technical Coding, Deployment, Design, Support & Maintenance, Testing
Siebel Coding, Design, Support & Maintenance, Testing
Testing Config Management, Test Architect, Test Automation/Tools,
Test Code/Script, Test Design, Test Execution, Test Project
Management, Test Reporting
Example
Competency
Proficiencies Job Fitment
Organizes and directs
ASE
quality of work
Competency Type
P1
Drives for value added SE
Beginner
results
Anticipates and handles P2 SSE
Behavioral
critical situations Trained
Competencies AM
Builds Technical P3
Capabilities Skilled
M
Demonstrates
Professionalism and P4
Confidence
Expert SM
Maximizes Team
Performance
Based on
Communicates competency
Effectively matrix shown by
Assessed by candidate during
interviews, his job
Trained & role fitment is
Assessors decided
over desired
skills
Timelines
• Implementation
• Roll Out
• Validation by • Briefing sessions
Capability Leads
•Draft to be prepared • Validation by
Leadership
•Competency based
Interview forms
3rd week April 4th week April 4th week April 4th week April
Threshold Levels
Application Application Coding, Application Application Application
Career Design & Programming and Application Configuration & Support & System Build / Process
Level Architecture Development Testing Deployment Maintenance Installation Knowledge
JSE 0 1 1 1 1 1 0
SE 1 2 2 2 2 2 1
SSE 2 4 3 3 3 3 2
TL 3 3 3 4 4 3 3
AM 3 2 4 2 3 2 3
M 4 2 2 2 2 2 4
