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Competency guide Division of Human Resources Career Development Section GUIDE TO COMPETENCY-BASED INTERVIEWING Getting Results For Children CGUIDE TO COMPETENCY BASED INTERVIEWING Table of Contents TABLE OF CONTENTS Section Introduction THE PURPOSE OF THE

Division of Human Resources Career Development Section GUIDE TO COMPETENCY-BASED INTERVIEWING Getting Results For Children CGUIDE TO COMPETENCY BASED INTERVIEWING Table of Contents TABLE OF CONTENTS Section Introduction THE PURPOSE OF THE GUIDE THE ROLE OF THE INTERVIEW IN THE SELECTION PROCESS KEY STEPS TO IMPROVING THE INTERVIEW Section Core Interviewing Skills PREPARATION SELECTION OF INTERVIEW QUESTIONS QUESTIONS TO AVOID NON-VERBAL BEHAVIOUR OF INTERVIEWERS VERBAL BEHAVIOUR OF INTERVIEWERS Section Competencies And Their Use WHAT IS A COMPETENCY HAT IS A COMPETENCY PROFILE AND WHAT IS ITS FUNCTION IN THE INTERVIEW PROCESS Section The Competency Based Interview Technique STRUCTURING THE EXPLORATION OF A COMPETENCY FOLLOW UP QUESTIONS TAKING NOTES Section Rating The Candidate CLASSIFYING THE INTERVIEW NOTES EVALUATING THE EVIDENCE AND ASSIGNING A RATING SOURCES OF ERROR WHEN EVALUATING AND RATING CANDIDATES Section Sample Interview Questions and Protocol CSECTION GUIDE TO COMPETENCY BASED INTERVIEWING INTRODUCTION The Purpose of the Guide The Guide has been designed to assist those responsible for conducting employment interviews and making decisions about the suitability of applicants to UNICEF It seeks to explain and clarify some of the best ways to enhance the quality of information gathered during interviews and therefore increase the fairness and e ?ectiveness of the selection process The role of the interview in the selection process Within the overall process of recruitment and selection the interview is typically an important component of the assessment procedure Globally over of large organizations use interviews as a major part of the assessment procedure and often selection decisions are based entirely on the interviews An interview gives you the chance to gather information that is not readily available through other means It reveals information about the person ? s experience and also provides you with the chance to observe their communication skills ?rst hand The information gathered through the interview process as well as from other selection methods that may have been used plays a vital role in the decision-making process at selection time Considering the importance of selection decisions and the great ?nancial and other costs to the organisation if the wrong decision is made it is essential that the interviewer be con ?dent that the assessments made in selection interviews are as accurate reliable and objective as possible Experts have estimated that the cost of a poor selection can be around three times the incumbent ? s annual salary CGUIDE TO COMPETENCY BASED INTERVIEWING Key Steps to Improving the Interview Despite the extensive use of the interview as a selection tool evidence suggests that it can be a poor predictor of future job performance Here are a number of steps that can be taken to improve its e ?ectiveness The Interview Should Be Properly Structured Adhering to a set structure is probably the single most important technique to improve the reliability of the selection process Structure helps focus the discussion and ensures that candidates are assessed against the same criteria It also enables us to gather information that is based on actual evidence rather than