You’ve put your competency model into place. You’ve created behavioral interviewing questions around each.

Now what? How do you know if the responses you get are actually indicative of the competency you’re looking for? (Hint: you can’t trust the answer itself, because it’s likely that the candidate was coached through it!)

Let’s use the competency “action orientation” and see what the alternative is!

Posted under Video, Coaching & Consulting, Job Interviews