Learn
I learned that competency-based question was an important technique as past performance predicts future performance.
Unlearn
We need to practice to be able to effectively construct competency-based questions. It was not as simple as asking open-ended or close-ended questions.
Relearn
An easy way to construct competency-based questions was by referring to job description. From job description we would be able to derive the key competencies required in the position. For example, if the job requires the candidate to be a team player, teamwork would then be the key competency. An example of question that could relate to teamwork is
Have you ever participated in a group where your ideas were strongly opposed? How did you handle the situation?
I learned that competency-based question was an important technique as past performance predicts future performance.
Unlearn
We need to practice to be able to effectively construct competency-based questions. It was not as simple as asking open-ended or close-ended questions.
Relearn
An easy way to construct competency-based questions was by referring to job description. From job description we would be able to derive the key competencies required in the position. For example, if the job requires the candidate to be a team player, teamwork would then be the key competency. An example of question that could relate to teamwork is
Have you ever participated in a group where your ideas were strongly opposed? How did you handle the situation?
1 comment:
One way of approaching it. Good learning point.
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