Hi!, Can somebody help me with how to use an iceberg model during the interview?? Waiting for reply. Shivani
From India, Delhi
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From India, Delhi
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Hi!, Can somebody help me with how to use an iceberg model during the interview?? Waiting for reply. Shivani
From India, Delhi
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From India, Delhi
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Hi! If you can help me with the use of Quan Comm. And iceberg models during interviewing and how to use icebreaker question techniques. Regards, Shivani
From India, Delhi
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From India, Delhi
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Dear Shivani,
Before knowing about the iceberg model, you need to have a fairly good idea about what competencies are.
There are two types of competencies: those that are observable and easy to assess, and those that are hidden and difficult to assess.
By encompassing a competency-based interviewing technique, this will allow the interviewer to gain access to the candidate's behavioral elements in work-related situations, which would otherwise remain concealed.
It is, therefore, important that the questions are designed with care and that during the interview, there is a list of competencies at hand so that you know the exact skills you are looking for in the candidate.
Iceberg Model Of Competencies
- Skills = a learned ability
- Knowledge = acquiring information in a particular field
- Self-Image = attitudes and values
- Traits = why and how we behave a certain way
- Motives = what drives us, i.e., the need to seek achievement, power/influence, affiliation, etc.
Here, skills and knowledge are visible competencies, i.e., easy to observe and measure (like the iceberg tip, which is visible and floats above the water), and under the water lie less visible competencies which are less easy to observe and measure, just like an iceberg.
In my next post, I will shed some light on what competencies are, sample competencies, and definitions of some specific competencies.
Regards,
Jai
From India, Pune
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12Before knowing about the iceberg model, you need to have a fairly good idea about what competencies are.
There are two types of competencies: those that are observable and easy to assess, and those that are hidden and difficult to assess.
By encompassing a competency-based interviewing technique, this will allow the interviewer to gain access to the candidate's behavioral elements in work-related situations, which would otherwise remain concealed.
It is, therefore, important that the questions are designed with care and that during the interview, there is a list of competencies at hand so that you know the exact skills you are looking for in the candidate.
Iceberg Model Of Competencies
- Skills = a learned ability
- Knowledge = acquiring information in a particular field
- Self-Image = attitudes and values
- Traits = why and how we behave a certain way
- Motives = what drives us, i.e., the need to seek achievement, power/influence, affiliation, etc.
Here, skills and knowledge are visible competencies, i.e., easy to observe and measure (like the iceberg tip, which is visible and floats above the water), and under the water lie less visible competencies which are less easy to observe and measure, just like an iceberg.
In my next post, I will shed some light on what competencies are, sample competencies, and definitions of some specific competencies.
Regards,
Jai
From India, Pune
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Interview Techniques.ppt
Detailed-Compet encies-of-Globa l-Competency-Mo del.doc