GET THAT JOB!
Discover the secrets of excelling in Interviews and
Get That Job.
Now you can learn from an insider exactly how to excel in any interview, particularly the popular Competency Based or Behavioral based interview formats.
Get That Job!
Do you worry about interviews?
Have you ever attended an interview thinking you were well prepared, only to discover that you weren't?
Have you ever found that the interviewer asked you lots of questions you didn't really expect?
Have you ever been asked to tell the interviewer about a time when you faced a certain difficulty, what you did and how it turned out?
If you answered yes to any of these questions - this book will really help you.
Let's face it, interviews are stressful even if you are fully prepared. But imagine if you are not.
Imagine if the interviewer starts asking you a lot of unexpected questions like ..
"Tell me about a time when you demonstrated adaptability"
or
"Give me an example of when you showed great initiative at work? Why was this, what did you do and how did it turn out?
If you aren't well versed in this Competency or Behavioral interview format, and you haven't predicated the questions and rehearsed your answers as part of your preparation, you are going to find it hard.
Well, now you can learn exactly how to fully prepare yourself, and dramatically improve your chances of landing that job.
Did you know that...
Most interviews nowadays are conducted either partly or wholly in a Competency Based Format.
This means you will be asked to recall and tell the interviewer about a range of challenges you have faced, what you did about them and how successful your actions were.
That is the essence of Competency Based or Behavioral Based Interviewing.
Once you know the insider secrets to this system it is easy to excel - but if you don't it can be a difficult and exhausting experience.
And, by the way, the techniques I will share with you aren't just for Competency Based Interviews, they will make you brilliant in any style of interview because they equip you to give a really great peformance under all circumstances.
How do I know this?
Well that's simple. I have been a Competency Based Assessor and Interviewer for over 20 years, so I know exactly what assessors are doing and what they are looking for.
I have been training other people in how to do this for years too, and if you have the time I'd love to see you on one of my C.B.I training programmes.
However, I recognise that not everyone has the time to spend on a training course.
Now, in this e-book I'm sharing all of my experience with you in a way that enables you can gain the necessary expertise very quickly and with a minimum outlay.
In fact, this book will pay for itself within a few days of you starting your new job!
You can download this e-book now and start learning how to excel at interviews straight away.
Want to know what's in the book?
Read the first 10 pages of this information-packed 57 page ebook here for free
Jupiter Training
Delivering Results through Top Quality Training
GET THAT JOB!
by
Achieving Excellence in Competency Based Interviews (CBI)
A Delegate's Guide
Prologue
This e-book is one of a growing series of highly approachable bite-sized self development titles within our Jupiter-Training e-book series.
They have been developed with the specific aim of providing the core information that you will need to very quickly gain a substantial amount of knowledge of your chosen subject, so that, you can literally develop knowledge and expertise over night if necessary.
None of us has the time or inclination to develop all of the knowledge and skills that we might need at some time. What?s more, we often find out too late that we need to know something very quickly.
With our Jupiter-Training series of easily digestible e-books help is at hand.
All books in this series are easily accessible from our web site at
[www.jupiter-training.com](http://www.overnightexpert.com/) as downloadable Adobe Acrobat files at any time of day or night, 365 days a year.
What's more, they are very affordable, at a fraction of the cost of an equivalent training course and once you have downloaded an e-book it is yours to keep, forever!
We can be contacted by email at [enquiries@jupiter-training.com](mailto:xxx@overnightexpert.com) or by telephone on +44 (0) 1242 515086
Enjoy Your Self Development!
Who is This Book For?
This book is for anyone who is considering applying for a new position in either a new organisation or in your existing organisation.
A large and growing number of organisations have realised that traditional interviewing techniques are at best only reasonably accurate at identifying and selecting the most appropriate and best suited applicants for a particular role.
As a result, in recent years, a great many organisations have adopted Competency Based Selection Methods, including Competency Based Interviews (CBI) and Assessment Centres as a much more accurate and rigorous selection approach.
No matter what position you are applying for, there is a good chance that the selection process you go through will be either fully or partly competency based.
This book gives you the skills you need to excel in any CBI situation.
Even if it turns out that a future interview is not conducted using CBI techniques, the knowledge and skills that you will learn in this book will very significantly improve your interview performance.
About the Author
Norman Huckerby is a Management Consultant, Skills Trainer and Interim Manager. He has a background of senior customer services management within the I.T. and Telecommunications technology sectors.
He specialises in using his skills and experience to deliver lasting business benefits to his clients through a number of flexible means including:
Training & Consulting, the Project Management of business and operational change and in undertaking Interim Management assignments.
You can contact Norman by email at [enquiries@jupiter-training.com](mailto:enquiries@jupiter-training.com)
Contents
Chapter 1 Introduction to Competency Based Interviews
Chapter 2 How the CBI Process Works
Chapter 3 How the Assessment is Made
Chapter 4 How to Prepare for the CBI
Chapter 5 Having a Successful Interview
Chapter 6 Typical Competency Framework
Chapter 7 Typical Evaluation Scale
Chapter 8 Sample Competency Questions
Chapter 9 Sample CBI answers
Chapter 10 Further Self Development
Chapter 1.
Introduction to Competency Based Interviews
In recent years, Competency Based Assessment methods have become very popular with a variety of organisations, companies and government bodies.
These assessment methods include Competency Based Interviews, Assessment Centres and Development Centres.
Competency based interviews are sometimes also called Structured Interviews or Behavioural Interviews. They all mean the same thing.
This e-book is designed to give you all of the information you need to ensure that you can be fully prepared for a Competency Based Interview (CBI) and be successful on the day.
It doesn't matter if you are short of time, even if your interview is set for tomorrow, the format and style of this book, and all of the books in our Jupiter-Training range, are designed to provide you with highly distilled knowledge, skills and subject matter that can be quickly and easily absorbed though accelerated learning.
Throughout this book we have used the term "assessor" to mean the interviewer.
This is because their role is wider that just the interview itself as will become apparent as you progress through the book.
We have also used the term "delegate" to mean the person being interviewed and assessed.
We talk about "assessors" in the plural throughout this book to mean "assessor or assessors"
In this book we fully cover all aspects of CBI, both theory and practice in 10 chapters:
Chapter 1 Introduction to Competency Based Interviews
This introduction
Chapter 2 How the CBI Process Works
We examine the history of CBI, its validity and how it differs from traditional interview techniques.
Also we look at the work that goes on behind the scenes by the interviewing organisation and assessors, and what to expect during the interview.
Chapter 3 How the Assessment is Made
You will discover what the assessors do during the session and what they do afterwards to reach a conclusion about your suitability.
Chapter 4 How to Prepare for the CBI
We show you the vital preparation that you must undertake before the big day.
As with most things in life, preparation is the key to a successful outcome.
We also reveal to you the model that CBI assessors use so that you can tailor your preparation to give them the answers in the precise format they need.
This will make their lives easier, a good strategy!
Chapter 5 Having a Successful Interview
We take you step-by step through the interview process from getting there to the opening through to the interview proper and the close.
You will learn the 14 critical points or techniques for answering CBI questions successfully.
Chapter 6 Typical Competency Framework
We recap on the discrete elements that have to be defined for each role to be assessed and then list and define 30 typical competencies
Chapter 7 Typical Evaluation Scale
You are reminded of the 4 key steps the assessors have to go through during and following the CBI to make their assessments.
You will learn how a typical numerical evaluation scale works together with some important refinements.
Chapter 8 Sample Competency Questions
A selection of 20 typical CBI questions is given, some of which reveal multiple competencies.
Chapter 9 Sample CBI answers
You are given a set of 10 sample CBI answers in the STAR format as examples of how to answer typical CBI questions and to practice the STAR technique.
Chapter 10 Further Self Development
What else would you like to learn?
Perhaps you would benefit from a training programme where you can practice your new knowledge and skills and really hone your expertise.
So, that's the end of the introduction and orientation.
This book is about quickly becoming an expert, so let's get started!
Chapter 2.
How the CBI Process Works
Competency Based Assessment is a highly accurate method of assessing someone's suitability for a role, normally a job or a promotion.
Where did it come from?
Behavioural or Competency assessment is not nearly as new as you might think.
Its origins can be traced back at least as far as the early 1940s when some of the principles were used in war time selection boards.
A book called "The Assessment of Men", published in the second half of the 1940s, was rediscovered by AT&T in the 1950s and used to help them develop methods of predicting or assessing management potential in technicians.
By the 1980s competency based assessment systems had become commonplace within multi-national corporations.
Since that time they have become popular and widely used in organisations of all types.
So what is it about?
Competency based interviews are one way of performing an assessment of someone's suitability for a role.
They focus largely on behavioural traits rather than on technical abilities.
Studies have concluded that competency based interviews are around 5 times more accurate at choosing the right candidate(s) than traditional interview formats.
This sounds quite impressive, and it is, but in practice it improves the statistical reliability of the prediction process from a lowly 10% to between 50% and 55%
Having said that, when assessor experience is taken into account, and the candidate's technical abilities are also checked, assessors can, and do, achieve a very high correlation between success in competency based assessment and a delegate's subsequent performance in the role.
Traditional selection techniques tend to be based around interviews where questions are asked in relation to CV information and where "fit" with organisational culture is assessed ? normally in a subjective fashion.
Many interview questions are hypothetical, taking the form of "What would you do if".
On the other hand, the CBI system is highly objective and specific. It focuses on pre-defined key criteria-based requirements for the role in question, and looks in depth for verifiable evidence of past performance in relation to those criteria.
A well managed CBI can reduce misunderstanding and personal bias, and it can largely prevent delegates from concocting answers.
A number of questions are pre-defined with follow-up questions posed as a result of your responses to these initial questions.
This process tends to lead to a fairer assessment of delegates and to therefore produce more reliable results.
Clearly, the interview itself, whether of a traditional nature or a CBI forms only a part of the selection decision making.
Other elements are the evidence found in your CV of job specific skills and inevitably some level of subjective assessment of you as a person and how well you will fit into the organisation.
The basis of any Competency based assessment is the belief that past performance is a very good predictor of future performance (at least in similar circumstances).
The starting point of any CBI process is for the interviewing organisation to develop a clear definition of the role in question and the accountabilities of holders of that role.
Accountabilities are areas of responsibility for an individual or team.
Examples could be:
Customer Service
Financial Planning
Project Management
Quality
Sales
Operations Management
For each accountability there will be a definition of what it actually means to the organisation.
So, there you have it, a comprehensive book on the Proven Insider Secrets to
Achieving Excellence in Competency Based Interviews.
Length: 57 packed pages
Price: $29.95
Simply click at the bottom of the page to get your copy right now.
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