ASSIGNMENT | Competency-Based Interviewing

This unit’s discussion consists of two parts that focus on competency-based interviewing.

Please label your initial response to the different parts as A and B.

Part A: Competency-Based Interviewing

What is competency-based interviewing? How is it different from typical interviewing? Provide two examples of competency-based questions that might be used during an interview for your current or previous job.

Part B: Organizational Fit

Why should an employer be concerned with how candidates “fit” with the organization’s culture? Describe methods employers can use to assess the organizational fit of a candidate.

SAMPLE SOLUTION

Part A: Competency-Based Interviews
Scholars also refer to them as behavioral, situational, or structured interviews aiming at evaluating one or many competencies or skills (Mason, 2019). During these interviews, the interviewer prepares a list of questions targeting specific skills and comparing the answers to a pre-established criterion. Competency interviews operate on the premise that past behavioral patterns are indicators of performance in the future (Mason, 2019). While normal interviews target the general impression of a candidate, competency interviews target a particular skill…