Gauging a candidate’s past behavior and experiences through ‘competency based interviews (CBIs)’ can play a vital role towards influencing a recruiter’s hiring decision.
CBIs use standardized questions to interpret responses to identify proficiency levels in the desired competencies for a position. Normal interviews ask unstructured questions to get an overall impression of the interviewee that helps to identify his/her suitability for a particular position. In comparison, CBIs rely heavily on questioning and probing to provide details that do not allow theorizing or generalizing, but inferring competencies. A CBI enables the interviewer to ask: 1) not how you would behave but how you did behave and 2) not what you should have done but what you did.
Using a CBI as a structured interviewing technique helps to collect information about past behaviors. The premise is that the best prediction of future behaviors is the past behavior. The principle on which CBI is based is that what people think or say about their skills is not credible. Only what they actually do in the most critical incidents they have faced is to be believed.
The best way to prepare for a CBI is to identify critical incidents in his / her past experience and narrate them to the interviewer. Listing specific incidents/ achievements / contributions in the context of the organizational capabilities/ leadership competencies can help. Succeeding in a CBI requires the candidate to be communicative with an ability to narrate specific experiences. The organization must undertake an extensive exercise to define role specific, technical/functional competencies by creating competency cards for each role 2) train key line managers to probe these competencies in an interviewing process using CBI. Develop a pool of trained assessors who are certified to conduct CBIs and 3) it is important to identify which selection processes will include CBI as it requires an investment of time. An estimate of 5-8 minutes must be invested to probe each competence. Therefore, this must not be preferred where large numbers are being hired.
A panelist getting carried away with clarifying the technicalities of the situation and entering into a debate with the interviewee thereby losing focus on probing competencies. The interviewee grabbed the opportunity and led us to parts of his past experiences that he wished to highlight. It took some intervention to bring the focus back to critical incidents and probe the role played by the interviewee. Always listen and never lose track of the conversation as it might hamper the process.
Self defense training workshops in corporate houses:
It is not only about self defense but also about self preservation. You should know when to use your force and when not to use it. Put up a verbal boundary and look straight into the opponent’s eyes.
Most attacks on woman happen when they are vulnerable. Self defense training sessions give women the confidence and the physical body language which can actually avert possible predators from even approaching you.
If you are living alone, never tell anyone you do so. Avoid giving your residential address to inconsequential people or those who are not trustworthy.
If someone is following you or stalking you, never ever go home if it is at a long distance. Go to your nearest public place like a hospital, hotel, police station etc.
Have a safety friend. He/she is one close friend/colleague of yours who is not oblivious about your whereabouts. It’s imperative to keep him/her constantly informed. Though it might be an exhaustive process, it’s vital for you to share your exact location and the names of people you are with him / her. So if you give a distress, call, he / she’ll know your general location.
Always carry a deceptive weapon, be it a pepper spray, cutter, air pistol etc.