Baqir Started The Discussion:
hi all,My name is Baqir, i m an assistant manager HR and and my responsibilities and towards development side. I m trying to get some detailed knowledge about selection techniques. Please guide me that, is there any difference in between competency baesd and behavior based interviews??? or what other moderen technique can be used for selection ??I will be awaiting for your reply.Regards,Baqir
thanks alot vinod for your guidence. i just would like to ask you few more things... what would be the right way to identify compentcies for a paticular position? and how someone can be rated against them?
One of the best way to know the competencies and behavarioul aspect you need in a candidate is to u your self prepare the job responsinbilities and job profile of tha candidate, once you will go through the whole process of his job responsibility on your own, you will yourself know what competencies you have to check and what are the behavarioul aspect you are looking in a candidate.:icon1:
thank you fo ryou sugession pakucj, but can you please support your sugession with the help of an example.
What i do in my organisation is like if i have to recruit a team leader, then i would first mke hi job profile n job responsibilites like first going through the whole day processofhiswork like first in th morning what he do, then to whom he will report, what is his areas where he will be held responsible and where he will accoutable, you go through the whole day processfrom that u can pen down what his jr and jp will be and once you make it by your own u will know how the cadidate should be,what will be his behavioural aspect and all the things feel free if u want me to explain more


All resoponses are bang on so far.
Baqir, BEI must be preceded by competency mapping or atleast Key accountabilty, Person Specification and Job description to arrive at what ebhaviors to assess.
Assessing behaviors is a skill and that is what we cover in the module 3 of the program shown below. provides information on other tools available to improve objective selection.
All the very best,

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Modular enrollment available
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Genesys-3 software for processing psychometrics at a discount
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This comprehensive workshop, to be held in Mumbai is non-residential. It is being offered in a unique modular over 10 days from October 13th – October 24th 2008. For outstation candidates, suitable accommodation can be made available on request.
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Module 1 (October 13th – 15th, 2008)
3-Day Psychometric Accreditation from PSYTECH International
Application of Ability and Personality Tests for Selection and Coaching
Leveraging 360 degree feedback for Coaching
Familiarizing with online tools for Selection and Coaching
Module 2 (October 17th – 18th, 2008)
2-Day High Fidelity Recruitment &Selection Process Certification
Identifying high reliability selection process & tools
Mastering Behaviour Event Interviewing
Integrating psychometrics and behaviour assessments in Selection
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Code of Conduct for Executive Coaches
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Familiarize with the online versions of 15FQ+, OPP, SPI, JTI, OIP, VMI, and LSI personality assessments and 360 degree feedback
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Module-4: Executive Coaching Certification -INR 39,500
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Pre-work prior to the program
All participants must complete: GRT1, 15FQ+, 360 degree Feedback, JTI and VMI before the program
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Let us start by understanding what a competency is? it is a personal characteristic (skill, knowledge, trait, motive) that drives behavior leading to outstanding performance.

So when you want to do competency based assessments: the objective is simply to get a person who perform brilliantly in his job. So the first thing would be to identify the top performers in a given job and dialogue with them to understand what about them ;helps them to excel in their work. Brainstorm on these and then deliberate to come up with some list of competencies.

Example: For the role of a business development manager "Result orientation" could be a competency...because he has to really drive himself to get the business.
For senior leaders " vision and strategic orientation" could be a competency.
Then in your interviews, you build scenarios(may be a case study or by asking about past experience) to assess these.

Let me know if you need any more clarity on this
Thanks alot sana. do u have any idea, that what is the sucess rate of getting a desired potencial after using competency based interview. because as per some seniors, if an applicant is sharp he can make stories very easily and can satisfy you. Is there any other technique which can be used???
hi baqir,

m searching for the same.. actually, the tools for making an assessment centre could come in handy, like in-basket exercise, roleplays or simulations. a person cannot lie in these exercises.. you should be able to judge his/her competencies quite accurately..


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