Competency Based Interviewing
Competency Based Interviewing
Competency Based Interviewing - To learn more about this author, visit David Acheson's Website.
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Traditionally we have interviewed people by looking at their CV, discussing past roles, responsibilities, results and discussed interests they have listed. Then if we are happy with the answers they get given a second interview, which usually is a mirror of the first but with different people. We then take up references from people supplied by the candidate. If you think about this logically “Would you buy a house with a survey that the owner had written himself?” of course you would not, Why? Because they might not have told the truth, exaggerated certain aspects or forgotten to include something that would be absolutely vital for you to know. i.e. like the house is falling down. Two thirds of job applicants lie on their CVs, says research by the Risk Advisory Group. Young women are the worst offenders, with 77 per cent of CVs, So why would we base our decision to employ somebody on this document. No wonder that the track record of recruitment is so poor. Can we also judge sales people on past results? i.e. a salesman comes for a job with his last years performance figures showing 127% for the year, but when investigated he spent three quarters massively under target and only achieved his target by ripping off one customer with a massive profit based deal. So is he a good salesman? With Competency Based Interviewing you first establish the competencies required for each position, you then rank them into importance, the questions check for those competencies at each interview starting with the most important first, so if they pass the first set of competencies you then move to the second interview that will test a completely different set of competencies. The questioning technique is very direct to gain real live situations where he or she has shown these competencies and how they acted in that specific situation. They are also informed in advance that the detailed scenarios that the applicant gives may be checked out by the recruiting company as a referee. This insures that the applicant will only discuss true scenarios and it is very easy to find out people who are lying. Competency Based Interviewing gets the right applicant with the right proven skill set to do the job.
Competency Based Interviewing - To learn more about this author, visit David Acheson's Website.
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Kim CastleWith nearly two decades in the advertising and design business, with clients like Domino's Pizza, General Motors, Direct TV, Pedigree, Wolfgang Puck, Higher Octave Music, Hollywood Celebrity Products, Disney, and Paramount, as well as thousands of entrepreneurs around the world define, structure, communicate, and position their business for greater profits, BrandU(R) co-creators Kim Castle and W. Vito Montone discovered that entrepreneurs could experience the same power that big brands command for a fraction of the cost with the world's only process-based results-drive Integral approach to business creation. BrandU(R) is helping entrepreneurs grow with the power of extreme clarity from idea...to brand...to market(TM) and helping one million entrepreneurs become successful and whole so that they can make a difference in the world. Are you one of them? If you want to experience clarity all the way to the bank(TM), get started now at http://www.brandu.com. - Visit Kim Castle's Website |
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