HR Zone member and chartered occupational psychologist Denise Taylor recommends refining your interview technique to increase your skills and performance during the recruitment process.
Many people will say they are a good interviewer; it is a part of many jobs, but how good are we really? Have we slipped into some bad habits? Could we benefit from reviewing our performance? How do we really measure up to other people?
There are many different types of interview, from unstructured through to competency based. Most people have now adopted a more structured approach, which has a higher probability of predicting job performance.
So let's now look at the different stages of competency-based interviews, take a note of good practice and review our approach.
The competencies
Competencies are often company wide, such as 'working with people, planning and organising', but need to be tailored to the job with different expectations depending on organisational role and level.
