{"id":26299,"date":"2013-05-20T12:50:07","date_gmt":"2013-05-20T07:20:07","guid":{"rendered":"http:\/\/vskills.in\/certification\/tutorial\/?p=26299"},"modified":"2024-04-12T14:18:38","modified_gmt":"2024-04-12T08:48:38","slug":"competency-based-interview-2","status":"publish","type":"page","link":"https:\/\/www.vskills.in\/certification\/tutorial\/competency-based-interview-2\/","title":{"rendered":"Performance Appraisal Tutorial | Competency based interview"},"content":{"rendered":"

Certify and Increase Opportunity.<\/span>
\nBe <\/span>
\nGovt. Certified Performance Appraisal Manager
\n<\/span><\/a><\/p>\n

Competency Based Interview<\/h1>\n

There are several types of interviews from aptitude & psychometric testing to panel interviews but the one that is becoming increasingly common is the Competency Based Interview.<\/p>\n

It may sound intimidating but the reality is that this type of interview will get the best out of you as a candidate and allow you to present yourself in the best possible light. The basic premise of a Competency Based Interview is that a candidate’s past performance is the best indicator of their future performance. All of the questions will be directly linked to a particular function of the position for which you have applied. Interviewers will ask for examples of things you have actually done that demonstrate the key characteristics their organisation needs from the particular role. There are a number of categories of competency based questions and if you prepare your answers carefully, you will be in a terrific position to sell yourself in the interviews. While some are particularly geared towards senior level management roles, the basic principles will remain the same.<\/p>\n

Remember these key points:<\/strong><\/p>\n