“What are you going to do for me?” is a question asked by all CEO’s.
Mastering Competency-Based interviewing will give you a leg up on your competition for the perfect job. If you elevate your skills, I can guarantee that you will have superior interviewing skills to 90%+ of those competing against you for the job you want.
Good news–bad news: your past behavior and performance are predictors of your future behavior, performance, . . . and success.
Competency-Based Interviewing, known as Behavioral interviewing, is a thoughtful and rigorous selection process that focuses on experiences, behaviors, knowledge, core values, and skills and abilities that are job-, company-, and industry-specific.
The competencies relevant for you are those characteristics associated with the organization’s culture and the leadership and behavioral traits that superior performers have consistently demonstrated.
4 Success Tips for Competency-Based Interviews
1. Perform Due Diligence on the Company
- Conduct research; collect data; identify themes; and ask your network for their impressions of the company and people.
2. Evaluate the Position Specifications
- Determine personal leadership and organizational values and characteristics.
- Line up the job specs against your quantified achievements and their specific impact.
3. Match Competencies with Your Results
- Provide examples of when / how you displayed the ideal competencies and results.
- Identify S.A.R. (Situation, Action, Results) . . . and the P&L impact.
4. Anticipate, Prepare, and Practice, Practice, Practice
- Don’t merely show up. Do your homework. Boldness, confidence, and enthusiasm are all contagious. Competency-based interviewing is more daunting and challenging than you might expect . . . but a tremendous differentiator when mastered.