Using Structured Interviews For Selecting And Developing Employees
by: Andrea Watkins
The purpose of structured, competency-based interviewing is to help organizations hire and promote people who will succeed in their jobs. Different jobs require different competencies. Competencies are important because they can be used to improve performance (both individual and organizational) in at least three ways: selection, feedback and development.
1. Selection: Competencies can be used to guide recruitment (the company seeks to identify recruiting sources rich in critical competencies) and selection (the company builds structured interviews around the critical competencies). If new employees can be hired into the job already possessing most, if not all, of the critical competencies, they will be more successful more quickly.
2. Feedback: Research has shown that employees receiving feedback about their strengths and weaknesses improve their performance more than those who do not (Smither, London, Vasilopoulous, Reilly, Milsap & Salvemini, 1995). Furthermore, it appears that those who need it most are those who benefit the most from feedback. Competencies provide a useful framework for organizing job-relevant feedback. Read more... (1346 words)