Category: Competency Interview
The selection process of individuals among companies and organizations has become more and more defined now that many are closely competing with each other in terms of getting that job, getting that promotion, becoming the top performer, and the like. A professional who seeks to find a place in a large company must know and possess the very weapon needed in achieving one’s goals: competency.
Competency is a make-up of the person’s knowledge, skills, attitude, and behavior. It defines the individual’s capabilities in the aspects of leadership, teamwork, communication, flexibility, decision-making, problem solving, customer service, technical aspect, and many other aspects of competency. Your core competencies make you stand out from the rest when an employer or an organization needs a suitable candidate for a certain position. For them, it is by far an easier method of selecting the best and most potential candidates. This is usually done through a competency-based interview. Even the selection of top performers within the organization and those candidates for promotion are chosen based on every employee’s competencies.
Our individual competencies are not innate; these are learned through practice and constant application in our everyday personal and work experiences. That is why a good technique in proving personal competency during an interview is to share situations and experiences. More importantly, interviewers would want to hear about how you handled a particular situation, the actions you took, and the results.
Competency can be evaluated through various assessment tools. Basically, an interviewer can identify your core competencies through positive and negative indicators. In a company, an employee’s competency can be gauged through performance appraisal process. Other companies use competency management software or system. Either way, the bottom line is that competencies are essential to one’s career success.
Companies can benefit much from using a competency-based selection process. It minimizes the risk of choosing candidates who lack the skills and capabilities needed for a position. So if you are an aspiring candidate for a certain job title, whether entry-level or for a promotion, make sure that you build and mold your competencies well. Learn the basics of competency-based interviews through the guidelines and information provided here.