{"id":24524,"date":"2017-11-27T00:00:00","date_gmt":"2017-11-27T05:00:00","guid":{"rendered":"https:\/\/demo.wwwebdesignstudios.com\/client05\/structured-event-interviews\/"},"modified":"2026-04-17T19:24:05","modified_gmt":"2026-04-17T23:24:05","slug":"structured-event-interviews","status":"publish","type":"post","link":"https:\/\/demo.wwwebdesignstudios.com\/client05\/structured-event-interviews\/","title":{"rendered":"Use Competency Interview Guides to Conduct Structured Event Interviews"},"content":{"rendered":"[fusion_builder_container type=”flex” hundred_percent=”no” equal_height_columns=”no” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” background_position=”center center” background_repeat=”no-repeat” fade=”no” background_parallax=”none” parallax_speed=”0.3″ video_aspect_ratio=”16:9″ video_loop=”yes” video_mute=”yes” border_style=”solid”][fusion_builder_row][fusion_builder_column type=”1_1″ layout=”1_1″ background_position=”left top” background_color=”” border_color=”” border_style=”solid” border_position=”all” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” center_content=”no” last=”true” min_height=”” hover_type=”none” link=”” border_sizes_top=”” border_sizes_bottom=”” border_sizes_left=”” border_sizes_right=”” first=”true”][fusion_text]\n

The Premise<\/h2>\n

Past behavior is the best predictor of future performance. People have unique and characteristic ways of dealing with work situations. As a result, they develop preferred ways of operating. Because of these preferences, they develop particular abilities and become competent in their use. Some of these preferences, abilities and competencies are significant in predicting job success. People do\u2014in the course of describing experiences and accomplishments\u2014offer valuable information to adequately discern their preferences, abilities and competencies.<\/p>\n

A competency-based interviewing protocol can be used to assess the competencies (skills, knowledge, and personal characteristics) of a candidate that have been determined to be required for superior or effective performance in a job. These competencies are usually identified through job competency modeling<\/a>. Interview guides can provide an easy-to-follow format for structured, behavioral-based interviews. Each Workitect interview guide, with specific questions related to each of thirty-five competencies in Workitect’s competency dictionary<\/a>, makes it easy for a hiring manager or interviewer to collect behavioral examples about a candidate’s relevant work experiences and accomplishments. These interview guides can be used with other generic competency dictionaries or lists of competencies. Most of the Workitect competencies (definitions and behavioral indicators) are similar to non-Workitect competencies. For example, most competency dictionaries include a competency similar to Interpersonal Effectiveness and Fostering Teamwork. <\/em><\/p>\n

________________________________________________________________________
\nRelated Reading<\/strong><\/em>
\nBlueprint: Competency-Based Assessment and Selection<\/a> <\/em>
\nBlog: Six Steps to Conducting a Behavioral Event Interview<\/a>
\n<\/em>Website page: Competency-Based Assessment and Selection<\/i><\/a>
\n _______________________________________________________________________________<\/i><\/p>\n

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The Purpose<\/strong><\/h2>\n

Interview guides are designed to assist in the behavioral interview process. They provide specific questions and probes for the behaviors of a competency. In addition, positive and negative behavioral indicators are listed that will help evaluate the candidate\u2019s responses. While the process described below is designed for multiple interviewers seeing each candidate, it can be completed with only one interviewer.<\/p>\n

What is Included in a Competency Interview Guide<\/strong><\/h2>\n<\/div>\n<\/div>\n

An interview guide is available for each of the competencies in the Workitect<\/em> Competency Library\/Dictionary<\/a> . Each guide contains a cover page with tips for conducting an effective interview with a candidate by including \u201cWhat to Do\u201d:<\/p>\n

\n
    \n
  1. Prior to the Interview<\/li>\n
  2. During the Interview<\/li>\n
  3. Following the Interview<\/li>\n<\/ol>\n

    Each interview guide then provides the competency definition and behaviors associated with the competency, followed by potential behavioral-based questions and probes for the competency. In addition, positive and negative behavioral indicators are listed to help the interviewer evaluate the candidate\u2019s responses. Finally, the guides provide for space for the interviewer to take notes and provide an overall rating of the candidate.<\/p>\n

    \"Interview<\/h2>\n

    <\/h2>\n

    <\/h2>\n

    Selecting Competencies for the Interview<\/strong><\/h2>\n<\/div>\n
    \n

    If you have identified competencies for the job being interviewed for using the Workitect <\/em>Competency Dictionary<\/a>, determine which competencies you want to assess in the interview process. Usually, only a subset of the total number of competencies for a job is used in an interview \u2013 the most critical. There are two \u201cschools of thought\u201d when it comes to which competencies each interviewer assesses. Each interviewer can assess different competencies or multiple interviewers can assess same competencies. The decision depends on how many interviewers there are, how many competencies will be assessed for in the interview, and the preference of the organization.<\/p>\n

    If you have not identified competencies for the job being interviewed for, look at the key roles and responsibilities of the job (i.e. job description) and identify the critical requirements to the success of the job. Then, using the Workitect <\/em>Competency Dictionary or another generic dictionary, select those competencies that best match up with those critical requirements based on the definition of the competency and its behaviors.<\/p>\n

    Conducting the Interview<\/strong><\/h2>\n<\/div>\n

    Prior to the interview:<\/em><\/h4>\n