During an interview with you, the HR specialist, the project manager or even the company director himself does not sit idly by. Of course, your interviewer can hold your hands however he wants, but behind your polite smile, there is a complicated and complex process of evaluating your professional competencies. In this article, we’ll tell you what competencies are and how they differ from skills, knowledge and values, why they get so much attention, and what competencies will impress an employer.
What are the Competitions?
While skills, knowledge, and even values can be reflected on a resume, competencies are only tested during an interview. You could say that’s what it’s all about, otherwise companies would simply select candidates through CV screening. It would be interesting to know if writing my essay services would earn me writing a personal CV.
Competences are the behavior that the company needs from the applicant and that the applicant must demonstrate during the interview. There are two key factors that managers pay attention to first: results orientation and teamwork.
Types of Competitions
It is long and quite tedious to list all the competencies, so we have selected the main professional competencies that recruiters usually check in the interview:
- Leadership: Your ability to lead, manage and motivate a team.
- Communication: the ability to find common ground with different types of people and in different situations.
- Teamwork: The ability to join a team, work together, and help other participants.
- Customer Orientation: The ability to take the customer’s side and maintain a high emotional score with him or her in any situation.
- Problem Solving: The ability to solve problems and find a way out of difficult situations.
- Result orientation – the ability to work not for the sake of the process, but for the sake of the result.
Result oriented
The interviewer must ensure that the candidate can consciously and resolutely achieve results within the framework of his tasks. No one wants an amorphous colleague who pushes their chair between 10am and 6pm while dragging out tasks for weeks. The future employee must not only meet the established goals but also maintain a high drive for results.
This is what the interviewer wants to make sure of when asking you questions:
- The candidate clearly understands the objectives.
- Actively work to achieve them.
- Act constantly to get results.
- Do not back down from difficulties, looking for solutions.
- Communicate difficulties promptly.
Teamwork
The second most important thing that will be tested in a face-to-face meeting is the ability to consciously interact in a team and use that interaction to achieve results. Here the candidate must demonstrate that he:
- Accept the norms and rules of behavior of the team.
- Actively contributes to the achievement of team goals.
Everything is serious: the evaluation
To assess the level of their competencies, business assessments and games are usually conducted, as well as case group interviews. They always involve several people at the same time. In order not to confuse the candidates and their competencies, some companies prepare a behavior profile for each applicant, a kind of table with the following graphs: name of the competency, description of the competency, behavioral indicators, and evaluation. It feels like you do my homework for me and form a certain view of the candidate.
Suppose we are considering an indicator called “Results Oriented”. The indicators are the same (clear understanding of the tasks, active work to achieve them, reports of difficulties, etc.), that is, we are going to evaluate 5 indicators that are more or less manifested in the candidate. For each of the points, you can get a score from 1 to 3. The maximum score you will get if:
- Show that you clearly understand what your tasks are and what your priorities are.
- Ask questions to clarify unclear points.
- And most importantly, you, without reminder, review your performance and in time to perform everything that is expected of you. This is what any employer needs.
How to show your competence in the interview?
If the selection format does not involve active actions (case resolution or group work), it does not mean that you cannot demonstrate your competence. During the one-on-one interview, you will definitely be asked to give examples from your life that tell a better story than any general words.
Examples of how effectively and easily you work in a team, how well you set goals for yourself and how confident you are to achieve them should be prepared in advance. When you are asked a direct question, you risk getting confused and not remembering anything expressive. Before a serious interview, organize a ‘remembrance night’: recall various incidents from your life, choose the one that best describes you, and structure your story as follows:
- Situation: What situation are you in and why?
- Task: What were your goals? Who put them? How were your priorities established?
- Action: What actions did you take?
- Result: What did it lead to? Summarize your sketch with a small conclusion.
Last words
As you deepen your preparations, don’t forget about the other stakeholder, the company. Study everything you can find: read open sources, ask your friends, if possible find out about relations within the company and the organization of the work process, and most importantly, carefully read the profile of the position you are applying for. Try to understand exactly how much this company needs you to be a team player, focused on results.
Also read: What to ask during the nursing interview?
Zayn Tindall
Zayn currently works as an English teacher at one of the reputed universities in New York. He has even worked as a career counselor for the last 5 years. Zayn loves to spend his spare time reading educational books, novels, and writing educational blogs and articles. Expertise
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Source: vtt.edu.vn