What are Competency Interviews?
Competency interviews are structured interviews designed to evaluate a candidate's skills and capabilities relevant to the role in question. These interviews go beyond the CV, offering a more comprehensive understanding of a candidate's past work and problem-solving approach. Typically, competency interviews consist of three key elements:
- Defining the criteria for success in the role, both short-term and long-term.
- Identifying the necessary skills or competencies to achieve these outcomes.
- Crafting interview questions that assess candidates based on these competencies.
The Significance of Competency Interviews
Shaping Organisational Future
Today's hires are tomorrow's leaders. A well-structured competency interview process not only ensures the right hire but also provides candidates with a glimpse into your organisational culture. A poorly executed interview process can deter potential talent.
Competency interviews allow for a more objective evaluation by setting predefined criteria. This minimises bias and ensures that all candidates are assessed uniformly, thereby increasing the likelihood of a successful hire.
Enhanced Candidate Experience
A structured approach to competency interviews provides candidates with a clear and purposeful interaction at every stage, enhancing their overall experience.
An Overview of How to Approach Competency Interviews
The process begins with a kick-off meeting between the hiring manager and the talent acquisition manager to align on the required skills and qualifications. Interview kits and scorecards are then created to ensure objective evaluation.
To mitigate unconscious bias use diverse interview panels and in-product prompts to maintain objectivity. A well-defined rubric is applied to all candidates, comprising a mix of behavioural, skills-based, and situational questions.
At the end of the recruitment cycle, a round-up meeting is held to discuss the candidates based on evidence and data, ensuring a fair and equitable hiring process.