Keep it real

Competency-based interviewing, or CBI, is one of the latest interviewing techniques. Unlike the traditional interview, which focuses on the individual's skills, knowledge and education, CBI highlights personality traits, examines competencies and assesses how well they might integrate with a company's culture.

Competencies are described as "the ability or motivation to apply skills or knowledge". They focus on the idea that an individual who doesn't possess the right attitude won't succeed, as this is the key personality trait that will drive them to learn more and become more successful in their chosen career. It allows the person being interviewed to relate their answers to real-life experience, rather than giving generic textbook responses.

CBI is based on the belief that past performance is often the best indicator of future performance. We need evidence of how people react, and how competent they are, in different situations. Traditional interviewing techniques tend to focus on the hypothetical - what would you do if? CBI probes for the how, why, when, what and where of past experience.

If you ask a hypothetical question, the chances are you'll get a hypothetical response. This can often cloud our judgement if we're faced with someone who's conversant with the art of quick-thinking. At Hays, our candidates are now interviewed using CBI and not only have we already seen a marked difference in the quality of candidates, but clients find it useful that we can pass on objective interview notes.

So, are interviewers able to make more effective hiring decisions from competency-based interviewing? Without a doubt, one of the great advantages of CBI is that it prevents the interviewee from being subjective. If the rules of CBI are followed you won't form an opinion on the candidate straight away – one of the most common mistakes of traditional interviews.

For more information, telephone 0191 222 0044 or visit www.hays.com/buildingservices