UN Special N° 653 Juillet-Août · July-August 2006 

The Competency based interview and other job hunting tips

Maria Dweggah, WHO

WHO has introduced the competency based interview (CBI) in its recruitment/selection process to align itself with the introduction in 2004 of its competency model. For the past two years, WHO has turned from the «traditional» interview technique to a competency based one. Where the traditional interview focused on theoretical situations – [«tell me what you would do if..»; «here is the situation, how would you handle it»; «you have to manage 26 million dollars, how would you spend it»; «this job entails supervising 21 staff, how would you go about it…»] the competency based interview or the behaviour based interview focuses on past performance, requiring the candidates to do a bit of self study, dig into their memory and give specific examples of their competencies, performance, and skills based on their experience. [Give me an example of when you had to manage a large number of staff, what was your management approach, how did you ensure proper use of resources, how did you manage the budget, how did you resolve conflicts, what was your approach, what did you learn, what would you do differently — examples, examples, examples].
The reasoning behind the CBI is that past performance is a predictor of future performance. Competencies measure what people actually do or have done. So, according to this approach, it would follow that if candidates demonstrate that they have certain competencies by giving specific examples, it is very likely that they will continue to demonstrate them in the future. (something like a leopard does not change its spots)
It has been conceded over and over by HR professionals and hiring specialists that there is not one perfect hiring technique. There are many recruitment cocktails out there, combination of psychometric tests with interviews, tests alone, interviews alone, and other unique styles used by the private sector. Check out the HR web sites, the HR magazines, new techniques are being invented, reinvented, dropped, picked up again to recruit the best candidate. Sometimes they work and sometimes they don’t.
The competency based interview has been praised for improving objectivity and fairness in selections. In previous articles on recruitment and selections in the UN system, I pointed out that WHO is unique in that the selection panel who assesses and recommends candidates consists of four members, all full and equal partners in the process – the post holder or supervisor of the post, the HR officer, a neutral party and the staff representative. As a staff representative who has been a on at least 150 selections at all levels, I must admit I was a bit cynical at first. But little by little I am seeing the value of encouraging candidates to give specific examples of how they have demonstrated certain competencies, specifically those which make up the core competencies of WHO. If they have them, they can demonstrate it.

The «sure thing» question – and where many blow it
But whether the interview is competency based or traditional, the one «sure thing» question is «Why are you applying for this job?
Followed by «What can you bring to this job?» «What skills do you have that will help you do this job well?» Amazingly enough, I
would estimate that only 2 out of 10 candidates respond correctly or convincingly. And yet, it is one of the most important questions you will be asked during an interview. This is the one that will reveal to the panel, and specifically to the manager of the post, that:

  1. you have read the Vacancy Notice!
  2. you know for what job you are being interviewed (some will actually sit there and admit that they have applied for so many posts that they don’t actually know what this one is about) YES, it is true
  3. you show some interest in the post, enough to find out some background information on the department, its work, its staff
  4. you are really qualified for the post
  5. you have given some thought to the post, that you are enthusiastic about the post
  6. you will be an asset, a good addition to the team.
  7. you are the best candidate for the job.

All I can say to those of you out there embarking on the job hunt, if you are really serious about the process, take as much time in preparing for your interview as you do in filling out the application form. In WHO and throughout the UN, key recruitment and selection criteria are competencies. Find out the core competencies in your own organization. Sit down, study the Vacancy Notice. What are they asking for? Then review your employment history. What competencies, skills, attitudes (supported by distinct examples) do you have that match what they are looking for. How will you apply your past performance to the post for which you are applying. What is the LINK between what you are doing, or have done and what is asked.
«Will it help me?», you ask. Well, I don’t promise that if you read this article you will have immediate success. But it can’t hurt. I had a positive encounter a few weeks ago with a staff member from another UN agency outside of Switzerland. I had never met her before. She informed me that she had recently been promoted to a post in the professional category and she wanted to thank me. To my great surprise she said the interview was a competency based one and my recent articles in the UN Special on this topic had helped her prepare. So miracles do happen.

Advice to you job seekers
Over and over I hear the same excuses/ justifications for not applying for a particular post.

Best of luck to you on your JOB HUNT.

Any questions, please send them the UN Special.
We will respond.

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