Competency based interview (CBI) is an interview style used to evaluate a candidate’s competence needed for a job. This method acts an effective tool in selecting a better fit for a position by assessing the candidates on the various competencies essential for a position. CBI process can help in better assessment of a candidate if the process is executed well, and if the organisation has a well defined competency framework where in each competency is well defined along with clearly established performance indicators.
The CBI process primarily looks at assessing a candidate on behavioural competencies. It is relatively easier to assess candidates on skills, and knowledge where in once can use traditional expert interview, and skills or aptitude assessments. CBI is a investigative procedure where in a skilled interviewer investigates and probes the candidates on identified competencies.
CPI process is based on the prediction of future behaviour based on the past performance and past behaviour exhibited by the candidates.
Advantage of Competency Based Interview:
1. Brings in a certain degree of objectivity in the assessment process.
The objectivity is courtesy the competency definitions, definition of positive and negative behavioural indicators that allow an interviewer to rate a candidate in well defined manner.
2. Gathers information on each of the competencies and skills required.
It acts as a solid structure for the interview panel as it is an effective way of extracting the most relevant information from a candidate without any duplication or cross over. The questions designed for a competency based interview extracts information from the candidate about his past experience, the actions being taken by him to assess him on each of the skills and competencies required.
3. The process easily can avoids any biases,discrimination,Stereotype or halo-effect.
CBI is based on objective pattern as each competency and skill is defined and can be measured which reduces the potential for biasness or discrimination while interviewing a candidate. In most cases the questions and assessment or rating parameters are well defined. In such a scenario there is a limited scope of high variance in scoring if the interview is executed by trained interviewers.
4. Real cases and real behaviours are investigated. No hypothetical scenarios.
It reduces the candidate’s ability to concoct stories as interview is being taken in a more elaborate way wherein a candidate have to put some practical examples from his past to prove his given statement. If a candidate has not experienced the situation earlier he will not be able to explain and give any false statement which may lead to misinterpretation while interviewing. Also, the interview does not give a hypothetical scenario to candidates where in they have an opportunity to create stories and outline possibilities.