Echoing your concern to successfully pass the coveted interview, this week we continue with the topic. We have already seen some general tips for pass a job interviewand face the before, during and after. Today we want to present you the skills interview, one of the preferred methods by those who select personnel to choose the ideal candidate. If you have not heard of it, this post will be of great help to you.

The skills interview seeks to know the skills of the candidate, from ananalysis from his behavior.

To get this information, who leads the interview, dig into the past of the candidate, through the formulation of questions, which try to recompose concrete situations, and what happened in them. For example: I see on your CV that during your studies you were working in the complaints and claims department of a commercial chain, Have you ever had to face an unpleasant situation with a client? What was the situation? What role did you play? How did you act? What led you to it? What consequences did it have? How did the customer react? How did you feel about it? What position did your superior take?

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The past conduct has been revealed as a strong predictor of future behaviors, especially when the person perceives the results of their action as satisfactory. This does not mean that we are condemned to always repeat the same behaviors, we can always learn from mistakes.

less used Are the hypothetical questions, guy: What would you do if a customer insulted your co-worker? The reason they are used less is that they are not as revealing as the previous ones, of true behavior of the person. Faced with these questions, we tend to develop a discourse about an ideal and impeccable way of acting, which in most cases only demonstrates that we know how we should act, but does not predict how we would actually act.

In addition to the interview There are other ways to analyze behavior in a selection process. The most prominent are the group dynamics either situational tests (Assessment Method Center), in which the candidates face, in a real or simulated way, situations similar to those that they will have to solve in the exercise of the job to which they aspire. We will talk about them in later posts.

How can we know if they will interview us for competencies?

It’s hard to know for sure, but analyze the offer well of work and know who will interview uscan you give us some tracks.

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Yes in the offer we observe that does much emphasis in the required skillsWhether they are technical or cross-sectional, it is likely that the person in charge of making the selection will use this type of interview.

When the person who interviews us is an expert in selectionyou will be more likely to use this interview modality, and depending on your professional profile, will tend to focus more on transversal skillssuch as communication skills or teamwork, or in technical and specific skills of our profession. A full interview should assess competencies of both types. However, we should not jump to conclusionsPeople can always surprise us.

During the Interviewwe will know that we are facing an interview by competencies, if they ask us about the way we solved past situations.

How can we successfully pass a skills interview?

In order to successfully pass a skills interview, it is important that let’s prepare well the meeting.

Our first task will be find out all we can about the characteristics of the company (mission, vision, culture, philosophy)the area in which our activity will be framed and the functions that will be assigned to us. If the offer does not collect this information, or we do not know the company for which we are being selected, we may take as a reference others more detailed offers similar positions and other companies of the sector.

From these data we will try to find out the necessary technical and transversal skills for the correct performance of the position.

For examplewe can assume that a business Dedicated to software developmentwhich operates in a dynamic market, and has a constant need to innovate, will look for professionals with willingness to learn and initiative

If, in addition, we know that the company has a horizontal structure and without hierarchiesit is expected that they value very positively professionals involved, responsible and effective with ability to organize one’s own work.

And finally, based on the assigned functions, we will know the technical and transversal skills required for their proper performance. So in a sales standeither Direct relation with the clientwe will figure out how core competencies the communicative skillsthe bargaining power Y Problem resolutionand the Customer orientation.

At this point, we can get a fairly fine-tuned idea of ​​the ideal profile for the position, but, what about us? do we adjust to isand profile?

Our objective is now demonstrate to the person in front of us what are we the candidate ideal for the position. For this, we will strive to rummage between our experiences those situations, in that we were able to successfully resolve any difficulties.

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When our work experience is somewhat short, we may be forced to resort to our personal life to present examples of specific situations. In these cases, we must avoid alluding to particularly traumatic passagesit is better to draw from experiences related to sports, the organization of events or participation in associations, bands or music groups, for example.

But, eye with imagination! Non-verbal communication can give us away, and if we prove unreliable, we will be discarded immediately.

Sources: Own elaboration. www.ifef.es. Martha Allen. Images produced and property of the Virtual Employment Portal of the University of Seville



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