Competency based interviewing. Apparently, it is still a thing. Who knew?
I do, because this week I had a competency based interview. I was a bit surprised to be honest. It had been a while since I’d been through that sort of recruitment process.
It was…… interesting.
Let me add some relevant context.
The role was an interim, employee relations role. There was a need for deep understanding of employment law. Lots of experience with leading people change projects. Even more experience of working in heavily unionised environments.
They didn’t ask me all that much about that stuff.
What that did ask me was this:
‘Can you tell me about a time that you have worked collaboratively as part of a team?’
I resisted the urge to reply simply: ‘all day, every day’.
It was followed by:
‘Can you give me an example of when you have prioritised your workload?’
For answer, please see above.
Here’s the thing.
I have worked collaboratively as part of a team. I have a handy example. I would think most people do. But past experience doesn’t predict future performance. With me or anyone else. My ability to collaborate in the example shared might have been down to a whole range of related factors. It might have been because I worked in a highly collaborative environment or a great team and the conditions were therefore predisposed to collaboration. It might have been because I was engaged with my employer or the task in hand. Equally, I might just be a quick thinker who can make a relevant example up off the top of their head.
There is no guarantee, even with the shiniest answer in the world that scores the most points on a grid, that I am going to be able to replicate what I did before in another organisation or under a different set of circumstances.
Competency based questions like these assess people in the past, not the now or the future. They tell you nothing about someone’s potential to do a good job other than their ability to find a good example in the moment.
They certainly don’t tell you whether someone could do the job in question, any more than the trend towards questions like ‘if you were a kitchen appliance which one would you be?’ does.*
I’ll take strengths based interviewing over a competency approach any day. Strengths based interviews allow you to get to know the person in front of you. What gets them motivated. What they like doing. Dislike too. Assess potential. You are also much less likely to get some sort of pre-prepared, scripted, generic reply. They allow candidates to bring their real self, not their example one.
Competency based interviews have had their time.
Let’s start recruiting like its 2017.
PS: I am hoping to hold a Candidate Experience Unconference later this year, to explore how we can work towards better recruitment. If you are interested in coming along, comment below.
*PPS – my answer to the above is easy…. The fridge. Because we are both usually full of chocolate and Prosecco.