Competency Based Behavioral Interviews

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Competency Based Behavioral Interviews
T
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• Your Key to

Performance
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Think of a star performer in the nonprofit
management profession?

• What makes this individual a star?
• What skills, knowledge, and abilities do they
  bring to the job?

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Competencies are

• The skills, knowledge, abilities, and other
  attributes needed for success.

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Competency Models Are Developed Using Input from
Folks in the Field

• Pilots
• Reader Reviews
• 360 Degree Questionnaires compared with
  performance ratings

• Focus Groups
• Surveys
• Site Visits
• Telephone Interviews

This process is what gives the models reliability
and validity
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Research Shows Competency Models Make a
Difference

• Competencies are becoming a valuable tool to
  remain competitive University of Michigan
  Business School
• Organizational competencies are the source of
  your competitive advantage. Peter Cappelli,
  Director of the Wharton Schools Center for Human
  Resources

• 80-90 of companies using sophisticated
  competency models have seen measurable results.
  Arthur Andersen
• Employee commitment is nearly four times
  greater with competency-based HR programs.
  Watson Wyatt Worldwide

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For-Profit and Not-for-Profit Organizations
Using Competency Models

• American Humanics
• Herman Miller Inc.
• Champion International
• Fortis Benefits Insurance
• Glaxo Welcome
• Guinness Brewing

• Minnesota Department of Transportation
• City of Irving Texas
• The Limited
• Allied Dunbar
• Pizza Huts
• Girl Scouts

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How the Competency-Based Model Can Be Applied
to an Organizations HR Systems
Performance Management
Training
Development
COMPETENCIES DRIVE ORGANIZATIONAL PERFORMANCE
Staffing Recruitment
Succession Planning
Job Design
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Competency-Based Behavior Interviewing

• The goal of a selection process is to learn
  enough about a candidate to predict future
  on-the-job behavior.
• Behavioral interviewing is a selection
  interviewing technique based on the idea that
  past and present behavior is the best predictor
  of how an individual will behave in the future.

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Why is Behavioral Interviewing Effective?

• It does not focus on information already on the
  resume, which only reveals what the candidate
  did.

• It gets to the how and why behind performance

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How Are Competencies Used in Behavioral
Interviewing?

• Competencies describe the behavioral qualities
  important for job success.
• The behavioral qualities are then turned into
  questions which require the applicant to provide
  specific, detailed descriptions of how she/he
  behaved in the past

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Sample Question Formats

• Tell me about a time when you had to make a tough
  decision
• Describe a conflict you resolved and how you
  handled it
• Give me an example of a time when you had to
  juggle several tasks at once

Probe
Probe
Probe
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Probing Techniques

• Paraphrase
• Pause for Effect
• Follow-up open-ended question how, why
• Non-verbal nodding, smiling, gesturing, facial
  expressions

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Problem, Action, Result

• Candidate should explain the problem
• Describe the action they took
• Describe the results

Details
Details
Details