1. COMPETENCY BASED
INTERVIEWING SKILLS
Discover The Secret Of Hiring Winners

2. "If we weren't still hiring great people and pushing ahead at full speed,
it would be easy to fall behind and become a mediocre company."
- Bill Gates

3. The fate of your business is held in the hands of the youngest recruit of the
staff.
- Akio Morita.

4. IMPORTANCE OF RECRUITMENT
FUNCTION
 Strategic Function
 Builds competitive advantage
 Creates a performance culture

5. POOR SELECTION LEADS TO
5
Low Productivity
Increased Turnover
Low Success
Low Morale

6. WHAT IS A COMPETENCY BASED
INTERVIEW
In a competency based interview job competencies are identified,
defined and thoroughly tested in candidates by multiple trained
assessors.

7. BASIC PRINCIPLE OF BEHAVIOR BASED
INTERVIEWING
The basic principle of the competency approach is that what
people think or say about their motives or skills in not
credible. Only what they actually do, in the most critical
incidents they have faced, is to be believed.

8. BENEFITS OF CBI
• Accuracy
•Structure
•Confidence
•Factual Basis
•Relevance
•Preparations
•Cost Savings
•Better Fit
•Efficiency
•Positive Impressions.
•Fairness.

9. PREREQUISITES FOR COMPETENCY BASED
INTERVIEW
• Competency Profile
• Proficiency Level of the Competency
• Behavioral indicators level wise
• Panel of trained assessors
• Resources for conducting assessment centres

10. WHAT IS A COMPETENCY
A competency is an underlying characteristic of an individual
that is causally related to criterion referenced effective or
superior performance in a job or situation.
- Lyle M Spencer

11. Capabilities
Knowledge
Skills
Attitude
Behaviors
Actions
Thoughts
Feelings
Results
Products
Services
Competencies are a person’s capabilities in the form of Knowledge + Skills + attitude which
gets reflected through a persons behavior in the form of Action + Thoughts+ Feelings and
finally manifests itself in output which are products and services
What is a Competency

12. Level 1
•Wants to do the
job well
Level 2
•Works to
achieve goals
Level 3
•Sets own
standards to
improve
performance
Level 4
•Sets and strives
to meet higher
standards of
performance
Level 5
•Conducts Cost -
Benefit
Analyses
The desire or drive to achieve or surpass identified goals.
Establishes performance objectives and measures to
continuously improve performance and standards of excellence
in the organization. Includes innovative or entrepreneurial
behaviors
Competency Samples: Result Orientation

13. Competency
Identification
Defining Competencies
Developing Question
Conducting Interviews
Evaluation &
Recommendations
PROCESS OF COMPETENCY BASED
INTERVIEWING

14. ABOUT US
INSTITUTE OF HRD 14
Institute of HRD is a Human Capital Management organization founded in the year 1995 by a team of Eminent Human Resources
professionals. It aims at providing world class Human capital management solutions, including Consulting, Research, Behavioral
Assessment, Training and Development solutions to the leading organizations in India, Asia Pacific and the Middle East.
Institute of HRD is associated with some of the best trainers and training institutions of the world to offer latest corporate training
programmes and human resources assessment and development solutions. It organizes, training programmes, workshops,
seminars and International conferences on important issues and trends in human resources management. It is the official
organizer of Bangalore HR Summit, an international convention for the Human resources management professionals hosted every
year at Bangalore, India.
Institute of HRD is committed to the total development of Human Resource Professionals. Industry has appreciated all its
programmes and rated them very highly.

15. RESOURCE PERSON
INSTITUTE OF HRD 15
 Dr. Siraj is a Motivational Speaker, Trainer, coach and a consultant with over two decade of experience in
training design and delivery and HR Consulting.
 PhD. in Human Resources Management. Thesis Title: Competencies for recruitment
 Research based paper titled competencies for competent recruitment and selection professionals has been
published in International Journal of Applied Business & Economic Research.
 Currently is the Director, Institute of HRD. He was the Regional Vice President-South, Indian Society for
Training & Development, during 2001-2002. He has undergone a certification programme in Style View &
Career View Online assessment systems of Decision Dynamics LLC, USA.
 Published Five books in Human Resources Management which include, Talent management, Competency
Mapping, Training & Development, Strategic HRM & Performance Management.
 Facilitated training interventions for several organizations which include L & T, Reliance, IIFL, Anglo Eastern
Ship Management, Stratogent, CAMS, Ultratech, and many more.
 Awarded with Udyog Mitra Award by Institute of Economic Studies, New Delhi.

16. If you want to host this programme in your organization contact:
D.J. Reuben
Coordinator
INSTITUTE OF HRD
# 505, II Floor, 4th Cross
R.T. Nagar II Block
Bangalore- 560 032, India
Call: 9663064455, 9113287216
E-mail: hr@ihrd.in