Competency Based Interviewing (2)

Scenario

  • Our client is a Foundation Trust with a catchment population of around 365,000; 3,000 staff; and an annual turnover of £168 million.
  • After winning the tender to recruit their new Chairman we proceeded to organise the interviewing process.  A group of volunteers made up the nomination committee. Many of them had not interviewed for a long time.
  • We set up a competency based interviewing workshop to train these non-Executive Directors.

Actions

  • The CBI workshop taught the interviewers how to: structure the panel; identify the behavioural indicators for each competency, using the NHS Leadership Qualities Framework; and collate information.
  • It also focused on: presentation: what was being tested in this part of the process; refreshing and practicing questioning techniques; and legislation: what can and cannot be asked in an interview
  • We distributed pre-workshop reading materials to maximise time in the training room.  We also gave interview packs to the committee members, including templates for assessing the competency of each individual.

Outcome

  • All interviewers left the workshop feeling more comfortable about their role.
  • The nomination committee was able to devise templates and agree behavioural indicators. The example templates in the interview packs allowed every applicant, internal and external, to be assessed under the same transparent criteria.
  • The interviews covered every necessary area and produced objective evidence.

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