Comments - Performance vs. Competency - A Better Interview - RecruitingBlogs2024-03-28T18:24:53Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1022583&xn_auth=noOne of the concerns I have ab…tag:recruitingblogs.com,2010-08-03:502551:Comment:10296852010-08-03T14:33:26.518ZPaul Hanchetthttps://recruitingblogs.com/profile/PaulHanchett
One of the concerns I have about these techniques is that, while they do a grand job of assessing behavior in the past, they do not speak to the ability to handle future challenges and opportunities. Thinking of the big picture, they slant selection towards candidates who have already navigated the challenges we choose to ask about-- e.g., they have experience. But a candidate who <u>could</u> handle the situation will be neglected because they cannot demonstrate competency in this framework.…
One of the concerns I have about these techniques is that, while they do a grand job of assessing behavior in the past, they do not speak to the ability to handle future challenges and opportunities. Thinking of the big picture, they slant selection towards candidates who have already navigated the challenges we choose to ask about-- e.g., they have experience. But a candidate who <u>could</u> handle the situation will be neglected because they cannot demonstrate competency in this framework. How would one know that candidate A's handling of a situation was preferable to how candidate B <i>would</i> handle it, given the chance?<br />
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There are many professions where the path to performance is not well charted and our own ignorance will keep us from asking the right questions. For example, what questions would you ask an astronaut, a physician, a singer or a researcher in a either of these frameworks?<br />
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I'm also concerned because the qualification for a candidate to do the work is that they have already done it. How does someone then gain experience except through the accident of unplanned opportunity? Mark, I think you are splitti…tag:recruitingblogs.com,2010-08-03:502551:Comment:10292232010-08-03T08:25:44.148ZMichael Webbhttps://recruitingblogs.com/profile/MichaelWebb
Mark, I think you are splitting hairs a little.<br />
I am a Behavioural Expert and have trained thousands of hiring managers how to interview using Behavioural Interview methodology.<br />
Your PBI and SMART seems very close to BI questions where I use SAR (what was the <b><u>S</u></b>ituation, <b><i>A</i></b>ction <b><u>R</u></b>esult).<br />
Interviewers focusing on SAR when listening to answers will get a very good appreciation of the applicant’s competencies.<br />
<br />
I provide a 1000 BI question CD to attendees of…
Mark, I think you are splitting hairs a little.<br />
I am a Behavioural Expert and have trained thousands of hiring managers how to interview using Behavioural Interview methodology.<br />
Your PBI and SMART seems very close to BI questions where I use SAR (what was the <b><u>S</u></b>ituation, <b><i>A</i></b>ction <b><u>R</u></b>esult).<br />
Interviewers focusing on SAR when listening to answers will get a very good appreciation of the applicant’s competencies.<br />
<br />
I provide a 1000 BI question CD to attendees of my course.<br />
Below are three BI questions straight from the CD that could be used by hiring managers to determine “leadership” to be exemplified specifically by improving profitability and efficiency.<br />
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<i>What strategies to increase production, improve efficiency and increase gross margins have you successfully put in place in the past to stay ahead of your industry and competitors?<br />
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What major organisational change programme with regard to increasing production, improving efficiency and increasing gross margin, have you recently supported and encouraged others to get behind?<br />
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Can you share with us what major contributions you have made in regards to your organisations goals in increasing production, improve efficiency and increasing gross margin recent times?</i><br />
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The CBI example you use<br />
“<i>Give me an example of how you have exhibited leadership in your job.”</i> is not a BI question, but an “<b>open-ended</b>” question. Great. I'll definitely give y…tag:recruitingblogs.com,2010-07-30:502551:Comment:10245262010-07-30T23:54:21.666ZBill Wardhttps://recruitingblogs.com/profile/BillWard92
Great. I'll definitely give your blog a read. Thanks for posting Mark!
Great. I'll definitely give your blog a read. Thanks for posting Mark! Bill, Good observation! If yo…tag:recruitingblogs.com,2010-07-30:502551:Comment:10244812010-07-30T23:25:29.353ZMark Bregmanhttps://recruitingblogs.com/profile/MarkBregman
Bill, Good observation! If you visit my blog, you will note that Lou's book (Hire With Your Head) is mentioned in "Books I Like", and he is acknowleged in a couple of my blogs. I worked with Lou in the early 90's, and consider him a friend. He is the quintessential expert in this area. I have been practicing Performance-Based Search (as have other of Lou's disciples) ever since.
Bill, Good observation! If you visit my blog, you will note that Lou's book (Hire With Your Head) is mentioned in "Books I Like", and he is acknowleged in a couple of my blogs. I worked with Lou in the early 90's, and consider him a friend. He is the quintessential expert in this area. I have been practicing Performance-Based Search (as have other of Lou's disciples) ever since. Hey Mark,
If you're going to…tag:recruitingblogs.com,2010-07-30:502551:Comment:10244762010-07-30T23:21:56.708ZBill Wardhttps://recruitingblogs.com/profile/BillWard92
Hey Mark,<br />
<br />
If you're going to about performance based hiring and SMART goals, don't you think it would be fair to recognize Lou Adler's IP contribution in this area with his book Performance Based Hiring?
Hey Mark,<br />
<br />
If you're going to about performance based hiring and SMART goals, don't you think it would be fair to recognize Lou Adler's IP contribution in this area with his book Performance Based Hiring?