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Competency Based Interview Techniques

Competency Based Interview Techniques:
Competence; It is the knowledge, skills, and behaviors needed for a position or role within an organization that distinguish the top performers. It is important that these knowledge, skills and behaviors are determined in line with the organizational structure, culture, priority company goals and strategies.

Competencies may differ depending on the structure of the company or the goals it wants to achieve.
While there may be basic competencies expected to be possessed by everyone, there may also be technical competencies for a certain role group (management staff, technical staff, sales staff, etc.) or for the job. The competencies required of an “ideal” candidate to work in the said position are determined by conducting job analysis and benefiting from the job description, and the candidates are evaluated by comparing these competencies. Ideally, the competencies used in the recruitment phase of the candidate are the same as those that will be used in the stages such as performance evaluation, career planning, training, and remuneration after recruitment.
In this method, questions to be asked during the interview are developed by making use of job analysis, job description and candidate profile. In such interviews, after the most important competencies are determined, these points are emphasized in depth; Questions are asked to reveal the behaviors in question.

Characteristics of Competencies
Competencies define excellent behavior.
Competencies are not “job descriptions”.
Competencies are their alignment with the company's vision, mission, strategies and values.
Competencies are written in a simple and easy to understand format.
Competencies should be observable and measurable.
Competencies are behavior oriented.
The competencies used may differ between sectors and even between companies within the same sector.

There are three types of competencies:
These are basic, functional and technical competencies.
Core Competencies 
It is the knowledge, skills and behaviors that all company employees are expected to have in order to achieve these strategies in line with company strategies.
 
Openness to Innovation and Change Analytical Thinking/Seeing the Whole Taking Initiative/Taking Risks Being Proactive Flexibility/Adaptability to Changing Conditions Using Resources Effectively
Being Open to Continuous Learning

Functional and Managerial Competencies
Leadership and managerial competencies are the competencies expected to be possessed by people who are in a managerial position within companies or in a managerial position in their careers.
Positive Interpersonal Relationships
Being Innovative 
Being Creative
To decide
Team work
Strategic Thinking
Planning/Organizing
Quality Orientation
Technical Competencies
Technical competencies are the knowledge, skills and behaviors that are expected in line with the job families in the organization and necessary for the execution of the job in order to realize these strategies in line with the company strategies.
It is determined on the basis of function/unit.
Marketing Information
Providing Technical Information and Support to the Customer
Solving Customer Problems
Doing Market Research
Competitive Analysis
Strategy Development
Product/Service Development
Providing Sales Support
Performing a Product/Service Quality Audit
Building Quick and Healthy Relationships
To convince
Self-Organizing
Written and Verbal Communication
SAMPLE
Competency Name: Customer Focus
General Definition: To understand the wishes and needs of the customer, to work with the customer within the framework of business partnership by providing unconditional customer satisfaction in line with these needs.
Descriptions of Knowledge, Skills and Behavior (Behavioral Indicators):
 
Actively listens to customer needs.
Clarifies and confirms unclear points about customer expectations.
Shows the necessary attention to be able to solve customer problems.
It informs the customer about the developments regarding the service or product provided.
It establishes long-term partnerships that will create mutually positive results.
Whether the candidate has the aforementioned competencies is evaluated by using the critical cases conveyed by the candidate as a result of the questions asked using the behavioral interview technique. The aim is to find the behavioral indicators in the critical case and to examine which competence or competencies the detected behavioral indicators belong to.
 
Competence Creativity
Question Can you tell us about an event where you needed to bring innovation to your work?
Monitoring Question What did you do in this situation?
 
Competence Decision Making
Question Can you tell us about a difficult decision you had to make in your work or school life?
Monitoring Question What are the most important factors affecting your decision?
 
Competence Positive Human Relations
Question Can you describe a situation that requires you to be busy with people other than your private or business life?
Follow-up question What was the experience like?
                                                  What difficulties did you encounter?
 
Competence Ability to work independently
Question What responsibilities do you have to take care of yourself in your workplace?
Monitoring What did you do?
 
Competence Stress Resilience
Question Can you tell us about a time when you had to work under pressure and stress?
Monitoring How was this environment created?
How did you cope?
What effect did the event have on your other responsibilities?
 
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