4 advantages of competency based interviews
Competency based interviews have certain advantages. Here we would discuss 4 advantages of competency based interviews. You can use competency based interviews in your selection procedures. And let us know if they have added any value in your selection procedures.
4 obvious advantages of competency based interview and selection:
- Ensures greater objectivity
- Consistency in Hiring decisions
- Ensures hiring decisions are consensus based
- Creates clarity and removes personal bias in hiring decisions
It would be a great mistake if you as an HR Manager start thinking that this type of interviews are new approach in HRM. It’s a common mistake. The objective of classic intuition-led interviews and today’s behavioural based interviews has remained the same. Jeff Tavangar in a blog points five key elements of an objective interview will keep you on the right track during your candidate search. Those five key elements are:
- Create a Checklist
- Outline Your Expectations
- Categorize Your Questions
- Use a Scoring System
- Rank Each Candidate
Now these objectives of classic face to face interviews will meet enhanced degree of objectivity, consistency, clarity and consensus among your managers if this is done with competency based job match assessments.
4 advantages of competency based interviews in nutshell:
A.Ensures greater objectivity:
Competency based interviews addresses the primary concern of interviewers. That is ensuring much fairer objectivity. Most of the behavioural interviews ask questions which have groundings in behavioural research. So every competency based interview questions ensures objectivity by negating perceptive bias of both the interviewer and the interviewee.
What is a competency based questions? You can have a fair idea if you create a free account here.
B.Consistency in Hiring decisions:
The consistency in hiring decisions in these types of interviews is much better. Cloud based assessments which uses competency based behavioural questionnaires ensures this. The test report shows:
- The answer pattern of candidates (genuine, social desirability, central tendency, acquiescence)
- His/her predominant behavioural traits
The assessment reports are stored in cloud in a centralized analytics. Down the years when the selected candidates’ performance is measured by 360 degree performance feedback , you can easily negate those candidates in fresh interviews who have shown behavioural traits of poor performance of your previous employees.
And as the parameters of questionnaires are same to every candidate, you establish consistency in assessment procedures. Your decision would be multilaterally consistent, as for every judgement of yours; – you have to provide scientifically valid judgements.
C.Ensures hiring decisions are consensus based:
Most of the competency based interviews demands collective hiring decisions which should be consensual. If you see Collaborating Competency Assessments technique you would understand the benefits of collaborating competency assessments. It shows how it ensures every opinion in decision making is competency focused.
D)Creates clarity and removes personal bias in hiring decisions:
This is the end result of the whole process. The total selection process concentrates on the commitment of bringing clarity in selection and recruitment procedures. Competency based approach negates gut feelings from any party’s ends. The candidate cannot suppress his behavioural traits. A single person in the interview panel cannot overpower the hiring decision. As everyone is equally responsible for the final decision, everybody gives importance to a fair decision making process. The HR or hiring manager is empowered with a multi-level balanced opinion. And as the whole process is documented and digitised – it creates clarity.