COMPETENCY BASED INTERVIEW

Projective tests: Have a keener eye for talent

COMPETENCY BASED INTERVIEW A projective test is a type of personality test in which the individual is made to respond to ambiguous scenes, words or riddles. This kind of analysis emerged from the psychology of thought, which suggests that people have their behavioral traits and urges which might leave an impact on the business organizations they work with. These projective tests were intended to uncover such unconscious desires that are hidden from a normal behavior of an individual.

The projective techniques require more time and skill to administer than more objective testing methods and hence are an efficient method in assessing an individual’s competencies on the organization. They are very useful to employers in helping them obtain a comprehensive picture of a person’s personality mark the traits that they foresee as valuable to their organization and channelize it for their own as well as individual’s benefit.

The projective techniques directly or indirectly imply to competency based interviews, which have a sole purpose in an organization: to test employee’s skill. So, as interviewers you may be more interested in candidate’s experience or previous qualifications, what you need to know is whether you have the right skills to take the position on in your firm as different companies compete with different goals. You can also practically test how candidates would react in given situations. So rather than concerning yourselves with candidate’s past achievements, place emphasis on predicting how he/she would behave in a certain scenario in a business is driven environment.

The tasks in a competency based interview would range from oral and written communication to planning, organization and problem-solving. So, it is time for you as an entrepreneur to match the right skills with the right candidate and see your business grow. Cengrow has achieved this mastery with time; it is equipped with all modern techniques in analyzing candidate’s profile and his behavior to make sure your he/she does justice to the role been given. It is all a growing corporate firm needs, a workforce not smartest in the room but brightest to do the job that is assigned. Cengrow will help organizations grow through these everyday situations in which most of the business leaders fail to identify the right talent for their needs of activities. Some key competencies that employers look for in a candidate include:

Teamwork
Responsibility
Communication skills
Decision making
Leadership
Problem-solving
Goal orientation

A consultation firm helps you have a plethora of all these in the working class you hire. But where do you find one reputable company? Cengrow has been the people’s choice since past 30 years. The applications designed here helps organizations make prudential decisions when it comes to recruiting the right talent, getting relevant data from past and current and optimally utilizing the talented workforce to encourage them to do better. Cengrow, to sum up, is not just a consultation firm, but a potential power you can trust for fulfilling your ambitious business goals.

Personality Tests – Better Evaluation for Qualitative Research

Personality tests help employers screen out desirable candidates in accordance to the skill requirement. It assists companies to make better choices while recruiting employees with specific qualities that can be enhanced as per the job roles & responsibilities.

Benefits of Personality tests

There are limitations to self-awareness and sometimes our brain needs to be stimulated for an adequate response. There are things each one of us intuitively ‘know how to do’ but may not know if we have that ability to perform that task. A face-to-face interview often limits the potential for being creative, imaginative and rational. Candidates undergoing personality tests are tested on their qualities including Determination, persistence and the willingness.

Projective techniques are a mix of tools and techniques that is based on evolutionary adaptive processes and behavioural economics. Projective techniques are typically divided into five groups and can each be applied as required. It includes Associative techniques, Completion techniques, Constructive techniques, Choice/ordering techniques and Expressive techniques. All these techniques consists of perceptions, impressions, emotions and heuristics to help analyse a candidates inner conflicts, habits, social behaviour, social influences, thinking style etc.

It goes beyond just communicating to what is asked and helps the candidate present themselves in a more transparent, logical and sensible sense. The test involves projective techniques, that help reveal candidates emotions and internal conflicts that may not appear easily while appearing for a competency based interview.

Helps Determine Leadership and Extraversion Qualities

A personality test helps determine qualities like Leadership and Extraversion in an employee or a new candidate. Both of these personality traits play an important role in a business environment. Remember, a leader is more than just a boss and leadership comes naturally to a person’s overall behaviour. How a person manages and be creative can determine how good a leader he can be. Additionally, his motivational spirit also adds to his personality and helps employers bring in better leadership qualities to their organisation workflow.

Similarly, for a sales profile, employers look at candidates who are extrovert and are confident communicators. Ever seen a sales person who does not talk! Qualities associated with sales profile need to include being cheerfulness, assertiveness, gregariousness and highly confident in the product he is representing. For employers, it is important that the candidates they select have the desired qualities that make sense in lieu to the job roles they are assigned with. Personality tests can really be helpful in choosing, recruiting and selecting the perfect employee. This will be a good future decision for the organisation that can further use the employee for other senior roles and enhance these attributes.

While cost of infrastructure, technology and even managing businesses may have gone down, the cost of recruitment & selection has seen a dramatic increase in recent years. The human resource development team spends a large amount of company’s expenditure and efforts on hiring employees and yet most of the employees chosen are not even committed to the company for long or not up to the required job preferences. Cengrow knows how important objective and quantifiable information can be for analysing an individual’s potential and therefore offers businesses psychometric inventories comprising of personality tests, questionnaire type inventories, tests of intelligence, analytical ability tests, competency based interview, general aptitude tests etc. Cengrow has the expertise to design and develop customized inventories, keeping in view cultural dynamics and client specific needs.

Projective Techniques: Yielding Benefits for Effective Workforce

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The projective techniques refer to a personality test that is psychological in nature and reflects the responses from an individual after viewing a set of images, words or ambiguous scenes.

In today’s global market, it is important that each business environment has the ability to correctly assess their workforce. Although there are multiple assessment tests, each of them have their benefits and disadvantages. But a projective test includes a behavioural interview that comes in use at work.

A projective test is a personality test that is conducted for understanding a person’s hidden psychological thoughts. The responses may be presumptions or assumptions that humans have in their conscious or unconscious mind. The test is non-verbal and the test results reflect on the individual’s spontaneous reaction and the real-time thought process of the person. That helps highlight the person’s reaction, behaviour and attitude.

Developed by a Swiss psychiatrist, Hermann Rorschach in 1921, the most popular and frequently used test is Rorschach inkblot test. It is a projective test that requires highly skilled and trained interviewers and expert interpreters for analysis. The test checks and analyses based on how the person sees the plotted symmetrical ink blots. For example – If the respondent sees a fearful image, then he may be suffering from paranoia.

The results can help experts change a person’s behaviour and guide him on taking a positive attitude towards fearful situations.

The applications designed and created at Cengrow, a consulting firm helps organisations make sensible decisions when it comes to recruiting the right talent, getting relevant information or data of its employees from past and current and optimally utilizing the talented workforce to do better. Cengrow does it by implementing tailor made solutions including competency mapping, personality assessment, psychomotor testing and other assessment tools.

Competency based Interviews are More Responsive and Better Structured

Normal interviews are conversation based, where questions are random and may have a ‘yes’ or ‘no’ response, whereas; a competency based interview aims at testing one of more skills or individual’s competencies. They are more systematic and help explore the person’s behaviour in specific circumstances by asking them to back their answers with relevant examples or life based situations. It could need one to describe a scenario like dealing with a conflict at work or how one would react if faced with a real-life situation. Such questions test an individual’s psychological sense of response and help employer’s gain insight on how they think and may react if placed in similar situations both at work or elsewhere.

Competency based interview consists of a personality test too, that helps understand how an employee or a new candidate will demonstrate at work. Undergoing the test will reflect his ability to be adaptable, sensitive to others, lead the team as a mentor, influence communication and being resilient. Knowing all these traits beforehand, would benefit employers in making the right decision on selecting and recruiting their workforce.

Cengrow has developed a whole range of assessments that evaluates and analyse business challenges. They provide companies, a seamlessly integrated assessment platform that may be a knowledge test, a technical skill test or a competency mapping assessment tool to help identify, select, develop and retain the best talents within the organisation.

Competency Mapping: Importance for Employee Selection

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Competency Mapping is a process that helps identify key competencies for a particular position in an organisation or for using it for training, recruitment, performance management and succession planning. It is a behavioural trait and not a skill or an ability that defines an individual’s competencies that make him meet the job demands within the parameters put by the organisation.

High in Demand

Competency Mapping is not a new concept, but in recent years it has been in high demand and many organizations use competency models as a basis for their performance management systems. Today, the organisations and businesses have understood its importance for employee selection as a process.

Encompassing professional, personal and technical competencies, competency mapping is highly flexible and can be customised as per the client’s needs. Moreover, it can even be built upon an already existing competency map of an organisation.

Benefits of Competency Mapping

The benefit of competency mapping is that it creates standards for employee training and development specifically tailored to your organizational needs.

It is a quick and efficient method that focussed and analyses how employees work and usually takes 1 or 2 days time period.

Creating a competency map helps to drills down to the skills, knowledge, abilities, and behaviours required for each unit of work. This approach makes the competency map a very useful and practical tool for organizations.

Another benefit is that it creates a comprehensive list of specific skills required to be performed on a job. This forms the basis of a competency assessment that focuses on how an employee performs at work in relation to the specified performance standards. In fact a competency mapping also provides ongoing employee performance coaching in lieu with the assessed employee’s acceptance. This not only benchmarks employee performance but also helps organisations target performance deficits and highlights skills that require additional trainings or specialised courses. Furthermore, it avoids the pitfalls of cumbersome documentation and complicated methods that often result in generic competency statements.

A competency model can be used for selection, placement, redeployment, performance management and evaluation, planning training & development, career role mapping and separation. Competency models are also useful as they not only communicate what is important to an organization but also provide a stable foundation for developing integrated human resource systems such as staffing, training, promotion, succession planning and performance management.

Should you be interested to use competency mapping, you should get assistance from experienced management and business consulting firm like Cengrow. With more than 30 years of expertise in management consulting globally, Cengrow provides end-to-end solutions for all your business challenges and adds value to your organisation’s performance, people and process. They help organizations identify key competencies and define associated critical behaviours that are linked to their strategic objectives and key success factors of their business.