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
Written by Jason Seiden on October 25, 2008




Great video on behavioral interviewing Jason - I shared your post with my readers in my weekly Rainmaker ‘Fab Five’ blog picks of the week which can be found here: http://www.maximizepossibility.com/employee_retention/2008/11/the-rainmaker-f.html
Be well!