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5 Tips to improve interviews after a competency evaluation

Levaluations are a supplemental piece of the overall hiring process that provides valuable information about a candidate's qualifications beyond the standard application, resume or interview. We often wonder how to conduct an evaluation interview. Skill-based assessments are common; what is becoming more standard are soft skill assessments. Carrying out an evaluation by competences is, however, quite a challenge that you have to know how to carry out.

Assessments of soft skills, in particular, must be done with care. To ensure fair and equitable analysis.

The challenge here is that such an interview cannot follow the traditional structure of an interview, with a set of pre-set questions. In addition, many soft skills post-test questions are customized based on individual test results and differ from candidate to candidate. Therefore, you will need to allow flexibility here to gain a better understanding of the more intangible aspects of a job candidate.

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Why should we care about conducting a competency assessment?

Interviews often include questions like "What is your biggest flaw?" or "Where do you see yourself in five years?" Research shows that questions like these are more prone to interviewer bias.

However, this approach can work when evaluating few candidates. But when the number of candidates grows and each candidate needs to be evaluated, a traditional interview with typical questions becomes more difficult when there are so many variables and intangibles involved in an analysis. So it is important to know how to conduct an interview the right way.

With all those factors in play, here's how you can use soft skills post-test questions to conduct a fair and equitable interview process.

1. Prepare in advance as advice to carry out a competency assessment

The first step is to prepare before the interview. Review all available assessment factors and facets. Consider the relevance of each to the job.

If you are unsure whether or not to include specific soft skill traits or characteristics on this list, check with someone who is already in that role or team to better understand what traits are beneficial for the role.

Now that you know what you're looking for, it's time to start collecting data and inviting candidates for an interview.

2. Invite all candidates

To ensure a fair and equitable process, make sure all candidates get an interview. Remember, you're looking at specific behaviors and characteristics that are better analyzed through assessments and interviews than through candidate profiles.

Conducting a soft skills post-test assessment interview gives you an opportunity to hear them out. You may find candidates who use unusual techniques to turn disadvantages into advantages.

3. Configuration of the interview as advice for conducting a competency assessment

Now is the time to set a standard for the pre-interview period. Your goal here is to make sure each candidate feels welcome, comfortable, and respected. That also means creating a comfortable environment and allowing enough time for candidates to respond in depth, and for you to really listen without distractions.

We must make sure that we have done our homework with the suggested interview questions, which are also personalized.

4. Conducting the interview

During the interview, you should always go back to the priorities that you outlined in your initial preparation. Ask yourself: why is this feature important? Or how will a candidate with this characteristic perform better in this job?

There will be a corresponding question or statement for each feature. Once you're satisfied that you've learned what you need to know about the candidate, move on to the next questions.

It is important to pay close attention to the candidate's answers. Your goal is to understand how the candidate will perform on the job in terms of personality traits.

5. Report immediately afterwards as advice to carry out a competency assessment

After the interview is over, record your assessment of the candidate's qualities. It's best to do this immediately after the interview and in a standardized format that allows you to compare your results with other candidates.

We must not forget to actively participate in the interview and pay attention to the candidate's responses. These questions are as much for your benefit as for the candidate; this should not be left to the last minute.

We must look for an environment that allows the candidate to feel free of stress so that he can bring the best of himself to the interview. Even if you want to see how a candidate responds in a stressful situation, there's a time and a place for that; We must not deliberately create that atmosphere in this particular interview.

We need to be very aware of the most important personality traits for the specific job position we are interviewing for.

To end the interview in a professional and respectful manner, it's important to make sure you write down all your impressions of the candidate immediately afterward so you don't miss any important details.

As a recommendation, you may want to consider a training program or consultation with other HR professionals to ensure an ideal outcome for you and other members of the hiring team.

Hirint is responsible for evaluating and classifying all those potential candidates for the position you require, intelligent tests are used that combine psychology and big data to analyze the true skills and learning abilities, making hiring based on what people are capable of. to do, instead of what they did in the past.

We are sure that we can help you, do not hesitate to contact us!

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