At Vanderbilt University School of Medicine, a competency-based behavioral interview (CBBI) was instituted in 2012. This augmented their rigorous selection process, aiming to enhance rigor and fairness in admissions. The initiative sought to improve the predictive validity of their evaluations for aspiring medical professionals. Hiring managers frequently rely on instinct or hypothetical scenarios during interviews. These traditional methods prove less effective and introduce more bias than structured interviews. Assessments focused on actual past performance offer a clearer picture of candidate capabilities. Companies like Vanderbilt University School of Medicine have demonstrated its long-term benefits.
Hiring managers frequently rely on instinct or hypothetical scenarios during interviews. These traditional methods prove less effective and introduce more bias than structured interviews. Assessments focused on actual past performance offer a clearer picture of candidate capabilities.
Companies that adopt competency-based interviewing are likely to build stronger, more diverse teams. This approach also helps organizations gain a competitive edge in talent acquisition. It moves beyond subjective assessments to verifiable evidence.
The most counterintuitive finding reveals that CBBIs can reduce bias related to overreliance on standardized metrics. This challenges the notion that more quantitative measures automatically equate to less bias in talent acquisition.
What is Competency-Based Interviewing?
Competency-based interviewing focuses on assessing a candidate's past behaviors and experiences. The North Western Deanery, for instance, uses questions that ask candidates about past performance, such as 'Tell us about a time when...'. This contrasts with hypothetical situations like 'What would you do if...', according to assessment of competence and performance at interview - pmc - nih. A structured approach moves beyond hypotheticals to gather concrete evidence of a candidate's past behaviors and skills, directly correlating to future job performance.
Interviewers should strive to obtain STAR (Situation or Task, Actions, Result) or EAR (Example, Actions, Results) answers from candidates, as advised by behavioral/competency-based interviewing - total talent .... The STAR or EAR method helps to gather specific, verifiable details about past behaviors. Identifying and defining specific competencies needed for a role helps set clear expectations. It also provides flexibility and offers a foundation for equitable assessment.
