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To be 100% sure a job candidate can do the job, ask these six competency based questions

by , 30 January 2015
When you do a Google search on 'interview questions', there are thousands of tips on how candidates should answer interview questions. This make it easy for candidates to rehearse answers and tell you want you want to hear.

What they can't fake is their ability to actually DO the job.

And that's why it's important to go beyond the usual interview questions candidates expect.

The best way to do this is to ask competency based interview questions to assess if the candidate can actually do the job and if he's the 'right fit' for your company based on his past experience.

Read on to discover six of the best competency based questions to ask.


Ask job applicants these six competency based questions

 
A. Competency question to assess: Assertiveness
A question on this will help you assess the candidates' confidence, says the Practical Guide to Human Resources Management. You'll get to find out if he's confident or aggressive.
 
Remember, in the end, you need someone who's firm and doesn't get intimidated easily.
 
1. Question to ask: Tell me about a time you had to put your foot down. How did you handle the situation?
 
B. Competency question to assess: Problem-solving ability
You need to know how a candidate handles difficult situations and deals with them.
 
2. Question to ask: Tell me about the most difficult situation in your work that you had to deal with. What did you do? What was the outcome?
 
C. Competency question to assess: Managing conflict
Conflict happens in the workplace and you need to assess how the candidate manages it.
 
3. Question to ask: Tell me about a time you didn't agree with your colleagues on a project. How did you manage the situation?
 
That's not all. There are three more competency based questions you need to ask…
 
 
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Objectively evaluate your candidate's qualities by using these tests

The 57 variety of tests will help you assess the candidate in terms of:
  • Verbal intelligence
  • Emotional intelligence
  • Lateral thinking
  • Creative intelligence
  • Technical intelligence (skills)
  • Degree of motivation
  • Memory
Click here to make sure you hire the right candidate for the right job
 
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Here are three more competency based questions you need to ask candidates
 
D. Competency question to assess: Adaptability
According to interview-skills.co.uk, asking a question on this will help you 'assess how the candidate adjusts to changing environments.'
 
4. Questions to ask:
 
  • Which change of job did you find the most difficult to make?
  • Tell us about the biggest change that you have had to deal with. How did you cope with it?
 
E. Competency question to assess: Compliance with policies and procedures
You have policies and procedures in place and your employees must follow them. So assess if the candidate respects company policies and procedures.
 
5. Questions to ask:
 

  • How do you ensure compliance with policies in your area of responsibility?
  • Tell us about a time when you went against company policy? Why did you do it and how did you handle it?
 
F. Competency question to assess: Communication skills
You need to see how the candidate communicates with others. In this area, ask questions to assess verbal communication, listening skills and writing skills, says the site.
 
6. Questions to ask:
 
  • Describe a time when you had to win someone over, who was reluctant or unresponsive (verbal communication.)
  • Give us an example where your listening skills proved crucial to an outcome (listening skills.)
  • What type of writing have you done? Give examples? What makes you think you're good at it?
 
Asking these competency based questions will help remove any doubts about the candidates' ability to do the job.
 
PS: To discover more competency based questions you can ask, check out the Practical Guide to Human Resources Management.
 


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