Some organisations use competence based choice procedures, designed to give every candidate the same chance by request them all the same questions. This style of interviewing is one that is growing in popularity, especially in larger organisations and the communal sector. It is a choice and interview process designed to make choice as objective as possible. This type of interview is commonly carried out in pairs - one will ask the questions while the other records the evidence. The questions are designed to regain evidence specifically about their required competences. Whilst you must all the time answer the questions asked, be ready to volunteer extra relevant information. The design of a competence based choice and interview process involves the following:
- faithful prognosis and definition of the job role. There are a number of ways this can be done, but the yield is a list of key competences, essential/desirable for the job. What these competences are, and how many, will depend on the job. These may be grouped together in broad categories e.g. Customer Focus or Results Orientation etc;
- Once the list is in place, each competence is defined or described, so that all interviewers understand what is meant by each competence;
- Each competence is then assigned a number of behaviours, or behavioural indicators, some inescapable and some negative, about which the interviewer will be seeking evidence;
- A list of chance questions is advanced and every candidate will be asked these questions. Depending on the answers, the interviewer will then ask a number of supervene up or probing questions - often following the Car/Star approach;
- Interviewers are fully trained in the process - questioning, recording and evaluation of evidence against the rating scale and report writing. Any statement made in the report, and the final numerical rating must be based upon evidence gathered.
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