There are different types of interviews which
are being held by different recruiters in
different ways. The reason is that every
employer/recruiter has his own objective, vision and purpose for recruiting the manpower.
There are other recruiters who are less interested
in judging the competency factors and lay more emphasis on some other factors and attributes.
Competencies are the main characteristics which most successful performers acquired to
be so successful. The companies are benefitted
from competencies because it provides them better
and sophisticated ways to manage and improve the quality of their employees. Some of the
big organizations do not use the term
`competencies'. They define it as the key characteristics that
bring success by various elements such as success factors, attributes, values, dimensions etc.A competency-based interview uses generally behavioral questions to help the interviewer
assess the candidate based on critical competencies
that have been identified by the employer. Such type
of interview is highly structured with key
questions providing for the interviewers to help
them determine how strong candidates are in a
specific competence.
A competency-based interview uses generally behavioral questions to help the interviewer
assess the candidate based on critical competencies
that have been identified by the employer. Such type
of interview is highly structured with key
questions providing for the interviewers to help
them determine how strong candidates are in a
specific competence.It is concluded that competency interviews are structured which use behavioral questions to
help the interviewer assess candidates based on
some critical competencies identified for
particular positions. The common competency-based interviewing style is based upon
asking candidates some primary questions targeted to
the critical competency for the position. |
