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It is
VITAL as an interviewer to determine behavioral competencies
in employees to find out if they are the right
candidate for a particular job.
Behavioral
competencies can tell you a lot about a person’s
character and his innate abilities and skills.
For
example, some
important behavioral competencies every interviewer
should look for include
The
behavioral competencies you will be interested in
will depend on the job position you are looking to
fill.
For example if you were selecting a person
for a managerial position, you would give greater
weight to their leadership qualities.
Employers often have plenty of questions
about how they can USE behavioral competencies in
their recruitment process. Here are some answers
to commonly asked questions.
What are behavioral
competencies?
Behavioral competencies are the traits and
qualities of a person that determine their
behavior.
What is behavioral
competency interviewing?
Behavioral interviewing allows employers to
focus on the behavioral qualities of an
interviewee to see how he/she will perform
on future work tasks. Behavior from the past and
present is used to predict how the employee will
perform in the future on his new job.
What are some examples
of behavioral competencies?
You may
have seen behavioral competencies listed on job
ads, for example
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Customer focused.
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Analytical skills
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Detail oriented.
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Focused
Why is determining
behavioral competencies important for
employers?
Behavioral competencies can sometimes tell
you more about a person than just education level
and degree. Determining a person’s behavior from
past job performance can be a good indicator of
future job performance. For example it can tell
you how an employee will perform under stress or
time pressures.
Here's
a more concrete example:
Let's say that you want to hire a secretary and you want to find out more about, say
the candidate's skills of diplomacy. How would she deal
successfully with people?
In the past, you might have asked, 'Would you say you are very diplomatic with people?
'Yes, I am'.
Full stop.
Look, you have asked her a close-ended question leading to a similar response.
However, a behavioral-based question might be:
'Mary, have you ever felt irritated or frustrated while dealing with a customer? How did you respond when customers became demanding beyond an acceptable level?'
Do you see the difference? (For
more information on behavioral-based interview questions click here)
What are some of the
behavioral competencies I can list on my job
ad?
The
behavioral competencies you list must first be
determined by looking at what the needs are of
your company. For example a customer service
specialist position might include such terms
as:
How can
I determine behavioral competencies of an
applicant?
The
interview is the best time to find out the
behavioral competencies of an applicant. You can
either use a career test or construct your own
questions. The questions can be general such as
‘what are your strengths?’ or relate to a previous
work task.
Remember: Determining behavioral competencies can
make your more likely to hire the right candidates
to work for you. It can help you locate hard
working and competent employees.
copyright
2005 interview
Questions
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