Preparation is Key
So, you’re gearing up for a skills-based interview? Proper preparation not only boosts your confidence but also ensures that the candidate showcases their hard-earned skills. First things first: you will need to precisely define the responsibilities of the role and ensure this is relayed to potential candidates, your recruiter, and all interviewers involved in the hiring process.
Identifying Core Skills
Next on the agenda is identifying the core transferable skills needed to excel. Think of skills such as teamwork, adaptability, and communication or even technical skills if you’re hiring a finance and IT role. Listing these competencies allows you to create targeted questions. Prioritising skills streamlines the interview and strengthens the whole evaluation process.
Establishing Behavioural Indicators
Now, we come to the final step, clarifying key behavioural indicators (KBIs). These are your observable magic markers that hint at how candidates might perform. For instance, if teamwork is on the list, look out for people who shine in collaboration and conflict resolution. By establishing these benchmarks, you’re not just picking candidates; you’re sculpting *the* perfect team. You could also profile a high performing employee to help you better gauge the key behavioural indicators. (reach out if you need help with that)
By following these three steps above, and you’ll be well on your way to discovering candidates who not only meet the role’s demands but who will also excel in the role.
Conducting the Skills-Based Interview in 4 easy steps
- Starting off, invite your candidates to identify the essential skills they believe they need for the role. Not only does this engage them but it also shows how well they grasp the job at hand. After all, if they’re not quite aware of what they should bring to the table, do you really want them under the spotlight?
- Once they’ve laid their cards on the table, it’s time to dig deeper! Facilitate a conversation where candidates elaborate on their skills and previous experiences related to those competencies. Here’s where the STAR method takes centre stage – asking about their Situation, Task, Action, and Result will help you uncover the gems hidden beneath the surface!
- Incorporate stack ranking assessments. Ask your candidates to prioritise the skills for the role. You’ll get an excellent peek into their values and how they see the requirements. Are they placing communication skills on a pedestal while pushing collaboration to the sidelines? This evaluation not only reveals their top strengths but also the areas they might stumble.
- Remember to take meticulous notes throughout this engaging journey. Highlight the strengths and the gaps that may need attention in follow-up meetings. And if you’ve spotted some skill deficiencies, consider follow-up testing.
If you find yourself in need of expert assistance or just want to connect about this interview process, feel free to reach out at info@trinitytalent.com.au. Next up, we’ll be delving into different ways you can potentially morph your organisation into becoming a skills-based powerhouse.