Tips Menghadapi Wawancara Kompetensi

Summary

In this video, Eko Suhascaryo, a human resource expert, provides practical tips for preparing for a competency-based interview. He explains the importance of focusing on key competencies such as integrity, teamwork, communication, and decision-making. Through the Behavior Event Interview (BEI) method, candidates are asked to demonstrate past experiences that highlight these competencies. Eko emphasizes the STAR method (Situation, Task, Action, Result) for structuring answers and advises candidates to provide specific, honest examples. With clear guidance on understanding competencies, preparing evidence, and handling interview questions, this video equips viewers with the tools to succeed in a competency-based interview.

Takeaways

• 😀 Competency-based interviews are structured behavioral interviews that focus on past experiences to predict future performance.
• 😀 Competencies are critical because they are difficult to develop once someone has already been hired or placed in a role.
• 😀 The behavior event interview (BEI) method is used to assess competencies based on specific examples from past experiences.
• 😀 The main difference between competency-based interviews and traditional interviews is that the former uses structured questions based on job analysis, while the latter involves unplanned, subjective questions.
• 😀 Competency-based interviews aim to reduce bias by using a set of standardized questions for all candidates, ensuring equal opportunity for all interviewees.
• 😀 The STAR method (Situation, Task, Action, Result) is key to answering competency-based interview questions effectively.
• 😀 Behavioral interviews are designed to assess specific competencies like teamwork, integrity, communication, and problem-solving.
• 😀 Competency-based interviews are linked to future performance because they examine how a candidate handled situations in the past.
• 😀 Preparation for a competency-based interview involves understanding the competencies to be assessed, reflecting on relevant past experiences, and structuring responses according to the STAR method.
• 😀 Key principles during the interview include being honest, providing specific examples, and avoiding generalizations or vague answers.

Q & A

What is a competency-based interview?

A competency-based interview is a structured interview technique where the candidate's past behavior and experiences are used to predict future performance. The questions are based on specific competencies required for the role, such as teamwork, communication, and decision-making.

Why is it important to focus on competencies in interviews?

Focusing on competencies helps assess qualities that are challenging to develop once someone is in a role. These competencies are either inherent or learned early in life, and they align with organizational values, ensuring better predictions of future performance and behavior.

How does a competency-based interview differ from a traditional interview?

A competency-based interview is structured, with all candidates asked the same questions based on job analysis. It uses objective measures like scoring scales. In contrast, a traditional interview is more unstructured, with subjective questions that vary from candidate to candidate.

What is the Behavior Event Interview (BEI)?

The Behavior Event Interview (BEI) is a structured interview method used in competency-based interviews to assess past behavior. It asks candidates to provide specific examples of past actions to predict future behavior, focusing on achievements and how challenges were handled.

What is the STAR method and how is it used in competency-based interviews?

The STAR method is a structured way to answer competency-based interview questions. It stands for Situation, Task, Action, and Result. Candidates describe the context (Situation), their role (Task), what they did (Action), and the outcome (Result) of their actions.

What are the key benefits of competency-based interviews?

Competency-based interviews offer several benefits: they ensure objective evaluations, promote fairness by providing equal questions to all candidates, improve the accuracy of assessments through specific criteria, and help predict future performance based on past behavior.

What should you do to prepare for a competency-based interview?

To prepare for a competency-based interview, understand the competencies being assessed, reflect on your past experiences related to those competencies, and organize your responses using the STAR method. Additionally, practice articulating specific examples that demonstrate your competencies.

How can you ensure your answers are specific and relevant during a competency-based interview?

Be clear and specific in your responses by focusing on recent, relevant examples. Use the STAR method to structure your answers and avoid generalizations or vague statements. Make sure your examples align with the competencies being assessed.

What are some common mistakes to avoid in a competency-based interview?

Common mistakes include giving vague or general answers, failing to use specific examples, repeating the same situations for multiple questions, and attempting to fabricate answers. It's crucial to stay honest and provide real instances from your experience.

Can you give an example of a competency-based interview question and how to answer it?

An example question is: 'Tell me about a time you faced an ethical dilemma at work.' To answer, use the STAR method: explain the situation (what the dilemma was), your task (what your role was in addressing it), the action you took, and the result (how it was resolved and what you learned).