Needs / expectations of the assessors/interviewers
Selection Criteria & Competencies
Competencies are the behaviours and thought patterns which have been found to lead to superior job performance
Describe five main competency themes
Present competency model and discuss each in detail; the overall ‘concept’ and the indicators, in order to distinguish each from the others.
Gathering Evidence
Emphasise the need for evidence rather than just impressions
Assessing Evidence in Interviews
The basis of Focused Interviewing:
– “the best predictor of future behaviour is recent past behaviour in similar circumstances”
Opening the interview
Developing & maintaining rapport / relaxing the candidate
Introduction / education & training / current situation (prompt – don’t probe)
Behavioural ‘Events’
In the recent past 2 years (focusing questions)
Get an overview first then probe for detail to establish the candidate’s personal role in a specific event (show ‘bulls-eye’ & summary)
Try to avoid asking leading questions
Probe further to establish what the candidate Did, Said, Thought and Felt
Ensure that you have probed the key points in the event
Closing the interview
Close by checking candidate’s strengths (and probing for detail if appropriate) and ensuring that the candidate feels they’ve had a fair opportunity to present their qualities. ‘Every applicant is a potential customer’
Coming to a Decision
Making judgements. (Convert data to information and use that to drive a decision-making process)
Record summary of evidence gathered immediately after the interview.
Use a matrix to make a judgement of each candidates strength against each of the selection criteria (this also helps to ‘calibrate’ judgements)
Consider talent and fit in coming to a decision (trainable / untrainable)
