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Workbook
www.humanikaconsulting.com
Agenda
Introduction
some interview basics
What is a competency?
Why use competency or behavioral interview
approach?
Examples of core competencies
Preparing for the competency interview
Sample questions
Q&A
My Expectation in CBI Workshop
Program
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Program Overview
During this workshop you will learn why using
competency behavioral based questions is best
practice. You will learn how to write and use such
questions for interviewing applicants for job
positions within your agency. In addition, you will
learn how to make certain that such interview
questions are legally acceptable to use during an
interview. This is an experiential based training that
allows participants to practice incorporating the
concepts and receive feedback.
What is the main objective of the
interview process?
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What is the main objective of the
interview process?
Right
FIT Right Job
Person
What are the advantages of having
the right person in the right job?
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What are the disadvantages of having
the wrong person in the wrong job?
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But what does the right person look like? That is, what are
the characteristics of a best employee? Describe It !
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Agenda
Introduction
some interview basics
What is a competency?
Why use competency or behavioral interview
approach?
Examples of core competencies
Preparing for the competency interview
Sample questions
Q&A
Interview is...
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Interview Structure
Introduce yourself, establish rapport
Let your interviewer tell you what the
Open the interview agenda for the discussion will be
5% Listen to the interviewer, they will
give you their expectations of the
interview
Behavioral Questions
Gathering Data Technical Screen
70% General CV
Information
confirmation
Its Not Just What You Say, Its How You Say It
Be Prepared
A good interviewer will prepare prior to every
interview with specific questions for each
candidatewe expect the same from you!!!
What does my company do?
Have you checked out our website?
Do you know who our competitors are?
Do you understand the job your applying for?
Why did you apply to this position?
Where do you see your career developing?
This can make the difference between getting the job or not!
Agenda
Introduction & some interview basics
What is a competency?
Why use competency or behavioral interview
approach?
Examples of core competencies
Preparing for the competency interview
Sample questions
Q&A
What is a Competency?
The word competency is widely used in
business environments and refers to the skills
that are necessary to achieve an effective
performance level in the job. Every job will
have a set of key competencies, some of
which are essential and others desired and all
are required to do the job properly.
Values and Competencies
Values:
o Shared principles and beliefs that underpin the
Organizations work and guide actions and behaviours of
staff
Competencies:
o Skills, attributes and behaviours directly related to
successful job performance
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Specific Behaviors
Job Competencies
1.
2.
3.
From Competencies to Behaviors
Job : __________________________
1. 1. 1.
2. 2. 2.
3. 3. 3.
Agenda
Introduction
Some interview basics
What is a competency?
Why use competency or behavioral interview
approach?
Examples of core competencies
Preparing for the competency interview
Sample questions
Q&A
Why do they do it?
Competency based interview questions are
used in an effort to make the interview
process as standard and as fair as possible. It
is a technique which is being used increasingly
in large organizations where many managers
may be interviewing for the same type of
position.
Why competency-based interviews (CBI)?
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What does it look like?
In general a competency based interview is one in which the interviewer:
Focuses on the behaviors and traits that are critical to success on the job
and
Focuses on how the candidate has demonstrated these skills in the past
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Examples of Questions
Traditional Behavior-based
What are your strengths Describe a decision you
and weaknesses? made that was unpopular
What problems did you face and how you implemented
and how did you handle it.
them? What do you do when your
Describe a typical work work is interrupted? Give
week. an example of how you
handle it.
Tell me about a time you
worked effectively under
pressure.
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So Why Use this Approach
Think back to the most recent complex decision that you had to make or
problem that you had to solve. Describe in detail the process you used to
make the decision or solve the problem. What sources of information did you
use? How much time did you have, and how much time did you take? What
was the result?
Part of coming up with a good decision or solution is gathering and analyzing
information. Please share a recent decision you made or a problem you
solved that required a high level of skill in this area. How did you determine
what information you needed? Where or to whom did you go to get the
information? Why did you select those specific sources?
Please provide some examples of times when others asked you for your input
when they were making a decision or solving a problem. What input did you
provide? What were the results?
Excercice : Behavioral Based Interview Questions
Guide
Competency 1 : ______________________________
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Excercice : Behavioral Based Interview Questions
Guide
Competency 2 : ______________________________
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Excercice : Behavioral Based Interview Questions
Guide
Competency 3 : ______________________________
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Behavioral Based Interview Questions Guide
Competency Interview Questions
1.
2.
3.
Competency Interview Questions
1.
2.
3.
Competency Interview Questions
1.
2.
3.
STAR response How?
Be specific; use an actual Situation and not an imagined one.
What was your Action? what did you do? how did you handle the situation
or project? In describing your actions you should tell your interviewer:
What (specifically and in detail) you did (not the team, but you)
Who you spoke with, what you had to learn or manage
How you arrived at a solution
Make sure you focus on what you did.
You should say the word I a lot.
Describe the Result of the event. Although it is good to use a successful
example, you can use failed examples as well but make sure you
demonstrate what you learned !
Acceptable vs. Unacceptable Competency and
Behavioral Based Interview Questions
Acceptable: The question is acceptable in the
sense that it focuses upon job requirements.
Unacceptable: The question is unacceptable
in the sense that by asking this question you
may open yourself and the organization to
legal problems/concerns. The assumption is
that if you ask the question you are going to
use the information in the hiring decision.
Acceptable/Unacceptable Interview Questions Determine if the question is acceptable or unacceptable to ask during an
interview by placing an a or u in the space next to the question.
- Communication skills
- Delivering Results
- Use of Initiative
- Planning and Organizing
- Analytical and/or Strategic Thinking
- Building relationships
- Team Work
Effective Communication
Good listening and presentation skills
Able to explain complex issues in a simplified manner
Resiliency
Able to deal with change
Able to take constructive feedback
Team Skills
A good team player and leader
People-oriented
Sales Personality
Driven to be in sales
Achievement Oriented
Not risk-averse, uses initiative
Determined to succeed
We Choose these Competencies to Measure if
Candidates will Fit into Ciscos Culture
The most common type are Behavioral Based Interview Questions. These
are also called Situational and are used as a tool to discover how your
behavior in a previous role or situation can contribute to your
performance in the job being recruited for.
Examples of Behavior Based Interview Questions are:
Tell me about a time..
Give an example of a <Stressful, Successful, Important> situation you found
yourself in and what did you do?
Describe a situation which caused you a problem and tell me how you
resolved it.
Something to be aware of; even if your interview is not described as such,
it is very likely in today's recruitment market that you will be asked
Competency Based Interview Questions.
Your best preparation is to know your own background and know the job description
of the job you are applying for
Preparing and Practicing
Be flexible and non-demanding with timing
Practice, practice, practice beforehand (refer to your application and the requirements of the
job opening)
If a:
o face-to face, know what you are going to wear and err on the side of conservatism
o telephone (or Skype/VTC) make sure you are in a private location and equipment is
working
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Preparation for BI
Stories may center around these issues:
Crisis in your life/job and how you dealt with it.
Contributions to a team/how you work in a team.
Time when you had a lot of stress.
Time when you were a leader.
How you overcame a failure.
Preparation for BI
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Exercise
Planning and Organizing
Tell us about a time you had to organize or
plan a major event
o What was the nature of the event?
o Which was your role?
o How did you plan and organize the different
actions to carry out?
o How did the event turn out?
o Reflecting back, what did you learn from the
experience? If you had to do it again what would
you do differently?
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Exercise
Planning and Organizing
Tell us about a time where you had a number
of demands being made on you at the same
time? How did you handle it?
o What was the situation?
o Which was your role?
o How did you plan and organize the different
actions to carry out?
o What were the results?
o What did you learn from the experience? If you
had to do it again what would you do differently?
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Exercise
Creativity
Describe to us a situation when you had to be creative
o What was the nature of the situation?
o Which was your role?
o What were the different actions to carry out?
o What were the results?
o What did you learn from the experience? If you
had to do it again what would you do differently?
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Exercise
Integrity
Describe to us a situation where you felt pressured to act
in a way that would compromise your values or those of
the organization
o What was the nature of the situation?
o What were the implications of your actions?
o How did you respond to the pressure?
o What was the results?
o What did you learn from the experience? If you
had to do it again what would you do differently?
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In- class exercises
Step #1
Review a job description and define the
competencies needed for the position
Step #2
Develop behavioral based interview questions
Now its your turn
Effective Communication
Good listening and presentation skills
Able to explain complex issues in a simplified manner
Resiliency
Able to deal with change
Able to take constructive feedback
Team Skills
A good team player and leader
People-oriented
Sales Personality
Driven to be in sales
Customer orientation
Achievement Oriented
Not risk-averse, uses initiative
Determined to succeed
Functional Competency Assessment
Comments:
Supervisor Comments:
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Initial Competency Assessment for Recommended Applicant
Functional Comp. Level
Competencies Level Expectations Results C J A
Dress appropriately
Maintain eye contact with the person who asked the question, if culturally
appropriate
Listen to the question carefully. Ask for clarification if a question is not clear
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During the interview: do not
Answer in the hypothetical.
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PRACTICE