Three Golden Rules For Competencies While Interview
Selection in the interview is based on your preparation. An interviewer try to find the right candidate with the right competency if they don\'t know what they are looking for in the first position?
The most important thing is too choose right candidate for the job. Then you need to ask question to know their performance against the competencies. This kind of interview is known as competency based interview, because they bring out the right candidates.
The three golden rules
The person who wants to improve their decision making techniques, three golden rules are there for them .
1.Select your competencies: For a project manager and line manager role planning and organising is the top competency. Managerial role for personal assistance also require team work and problem analysis.
When designing a competency framework, for a single person or as a company, doing job analysis thoroughly will determine the success of competencies. You can do this by analyzing job description and interviewing them.
2.Designing proper question: As you select the competency, the right type of questions should be prepared in correct level and in the right context to get the maximum relevance.
Question for competency varies according to their role:
Line manager: Ask him to describe any such situation that show how you make the best use of all people, equipment and financial resources available to you.
Personal assistance: Ask him to describe a time when you took the help of process to keep yourself on track of tasks or activities which require your attention.
Project assistance: Illustrate the situation when you have established an assignment that you had achieved out to others.
3.Observe, record and evaluate while conducting interview: Following are the best practices like observe, record, classify and evaluate while conducting the interview, it enables to get you information which is useful in making decision. Observing and recording behavior in critical. The interviewer try to note down the key points and record as many lines possible when the candidate answer his questions.
Finding out the evidence is important as the interview is taken place. Check out all the answers which support the evidence for competency. See which evidence is positive and which one is negative and deduct the evidence which is not relevant.
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