Building a competency model
- We work with each client to develop an understanding of the most critical challenges faced by that institution and by the position to be filled.
- We then translate that understanding into a set of screens that pinpoint specific behaviors necessary for a candidate to overcome these challenges on the job.
- We utilize the behavioral screens to identify candidates with the skills, personality, appetites, and tendencies to succeed in a particular role in a particular institution.
Assessing behavior systematically
- We ensure that the competency model is applied consistently across interviewers and candidates in a structured process.
- We begin with web-based personality tests developed by experts in industrial psychology and proven to produce clear, objective information about a candidate’s strengths, limitations, and motivations. Only candidates who merit an investment of time are selected for interviews.
- We conduct structured behavioral interviews that employ protocols with direct links to the most critical aspects of performance in the position a client needs to fill. Candidates are required to discuss their past behaviors in relevant situations and to answer questions that demonstrate their proficiency in the key job competencies.
- We evaluate the answers and develop a quantitative rating for each competency.
- This process is an accurate predictive tool because it avoids the two main pitfalls in traditional employment interviewing – asking questions that are not directly related to job performance, and asking different questions of different candidates.
