How Competency Based Interviewing Works

The process of competency based interviewing, also known as CBI, is a method used to screen job applicants and fill senior management positions. It uses standardized assessment tools for the job requirement. Competency based interviewing is now recognized by many employers as an effective means to determine a candidate's capabilities and suitability for the job.

Competency based interviewing is based on the idea that all employees are of equal and necessary skills and that they should be evaluated according to those skills. The employer can then make hiring decisions on the basis of common sense, their business needs, or their individual judgment.

Competency based interviewing may be an especially useful tool in the recruitment process. It helps applicants who are not highly qualified to find suitable jobs that would fit their talents and interests.

There are a number of different ways that a competency based interview is conducted. Some of the more popular methods include:

A quiz to measure a candidate's performance in the work environment. This is often called a work-related skills test. A test designed to measure a candidate's aptitude for the job. For example, if the candidate is required to sit for a Microsoft Office certification exam, then they might be tested for that.

Competency based interviewing tests are normally composed of four or five parts, one of which is the assessment part. This part is a series of questions designed to determine a candidate's ability to do certain tasks in the job. This assessment, usually by a real person, usually involves explaining a specific task, using examples and/or case studies, providing detailed examples and supporting documentation.

Most employers use application software for their assessments. This provides a convenient and streamlined way to generate a list of requirements for each position. The applicant can then choose from a shortlist of required qualifications and software can electronically generate a list of responses for each job opening.

Application testing tools are based on industry standards for a specific job. They incorporate key performance indicators (KPIs) that are consistent with industry norms and practices. Many are updated regularly to reflect industry changes and employ well-tested predictive and analytic tools to assist applicants and employers with their job searches.

Most employers will choose to employ applicants who have a record of getting interviews for jobs that are "hot" or have a very high demand for them. When this occurs, the company can benefit from their talent without the need to spend money on expensive and time-consuming public relations campaigns.

Companies are also looking for candidates who have a large number of successful interviews but have never been invited for an actual job interview. For this type of candidate, the company can get a return on its investment with little effort and little cost. Instead of shelling out millions to public relations agencies, companies can save money by testing the candidates themselves.

The first step in the process is to generate an initial profile of the candidates. Competency based interviewing does not require the candidate to provide written information that can be later challenged in court, but rather uses a series of questions and scenarios to determine the candidate's ability to perform specific tasks and job responsibilities.Click here for more info about