CEB was invited to provide refresher training on
Competency-based Interview Skills on 6 July 2017. I was one of participants and
would like to summarize some key points in the training course. Mr. Alexander Ng (Team Leader & Senior
Consultant, CEB Talent Assessment) was our trainer. Firstly, Mr. Alexander Ng briefed the course
content included “Defining Assessment Criteria”, “Measuring Competencies”, “Competency-based
Interview (CBI) Basics”, “CBI Questioning Techniques”, “The ORCE Process” and “Effective
Closing”.
“Defining Assessment Criteria”
is separated into two competencies. One
is Core Competencies and Functional Competencies. In order to realize your good, you should
define the critical competencies that characterize success, then measure these
accurately. Firstly, you need a job
analysis included existing job descriptions, structured questionnaires, observation,
first-hand experience and interviews/focus groups; as well as, subject matter experts
included the job-holder, job-holder’s manager, senior stakeholders and
customers.
Job analysis interview questions examples were discussed.
Then Mr.
Ng explained how to measure competencies.
There are three elements of capturing a comprehensive view of each
candidate and they are Results, Potential and Behaviour. Traditionally, Results
are focused during interview. But
Competency-based Interview is focused on Behaviour.
Competency
Based Interview (CBI) is a structured series of questions aimed at eliciting
information on specific job related criteria.
Using Proactively Identify AFI as example, the question would be “Tell
me about a situation where you have initiated action to improve the
effectiveness of existing business operation.”
The
workflow of planning competency based interviews was demonstrated from Job
Analysis to ID of Competencies to Creation/Selection of Interview Questions to
Observe & Record at Interview and then to Evaluate CBI Responses.
Typical
CBI Structure questioning skill was discussed as following diagram. Then Mr. Ng introduced the SBO Approach. These behavior description questions are
designed to assess:
-
Situation: what exactly was going on? (What
was the situation?)
-
Behaviour: specifically, what did the candidate do? (What did you do?)
-
Outcome: what were the results of the candidate’s behavior? (What was the result?)
CBI
Questioning technique:
Don’t
ask – Closed Questions, Leading Questions, Multiple Choice, Double Questions
and Hypothetical Questions
Do ask –
Open Questions, Closed Questions for clarification only, Single Questions and Short
Questions.
After
that Mr. Ng introduced the ORCE Process.
i)
Observing – what they do / say, body language, evaluations, judgments,
etc.
ii)
Recording – taking notes legible and short descriptive quotes, actual behaviors/observations,
all of the examples and non-verbal behaviors
iii)
Classifying – id relevant competencies and +ve/-ve indicator of behavior
iv)
Evaluating – rating scale (e.g. 1 to 5)
At the
end, Mr. Ng described the effective closing with realistic and balanced view.
Reference:
20170427:
Innovative Thinking & Problem Solving Workshop - https://qualityalchemist.blogspot.hk/2017/04/innovative-thinking-problem-solving.html
20150714:
Team Synergy and Creative Problem Solving Workshop - https://qualityalchemist.blogspot.hk/2015/07/team-synergy-and-creative-problem.html
20150203:
Innovative Thinking Workshop – Thinkertoys - http://qualityalchemist.blogspot.hk/2015/02/hkstp-innovative-thinking-workshop.html
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