Career Guidance Tools - Competency Based Interviews
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Transcript of Career Guidance Tools - Competency Based Interviews
Career Guidance Tools - Competency Based Interviews
Alfie HamidRegional LeadSub-Saharan Africa (except East Africa)Cisco Networking Academy
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 2Graduate Recruitment NetReady 5/2007
Agenda Introduction & some interview basics
What is a competency?
Why use competency or behavioral interview approach?
Examples of core competencies
Preparing for the competency interview
Sample questions
Q&A
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 3Graduate Recruitment NetReady 5/2007
Interview Structure
Open the interview 5%
Close the Interview15%
Gathering Data70%
•Introduce yourself, establish rapport•Let your interviewer tell you what the agenda for the discussion will be•Listen to the interviewer, they will give you their expectations of the interview
•Behavioral Questions•Technical Screen•General CV Information confirmation
•Ask the questions you prepared•Try to obtain more specific details about the job description•Ask the interviewer what the next steps are and when you can expect to hear back from them
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 4Graduate Recruitment NetReady 5/2007
Body Language Defensive
Cross arms or legs, gesture with arm, hand or finger
Insecure Biting fingernails, thumb rubbing
Nervous Sighs, ear tugging, sweating...
Frustration Wringing hands, sharp exhales, rubbing back of neck..
Suspicion Stroke the nose, rub the eyes, diagonal stance
Openness Opened hands, unbuttoned jacket, uncrossed legs
Reflectiveness Rubbing chin, touching cheek, pinching bridge of nose
It’s Not Just What You Say, It’s How You Say It…
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 5Graduate Recruitment NetReady 5/2007
Be Prepared A good interviewer will prepare prior to every interview
with specific questions for each candidate…we expect the same from you!!! What does my company do? Have you checked out our website? Do you know who our competitors are? Do you understand the job your applying for? Why did you apply to this position? Where do you see your career developing?
This can make the difference between getting the job or not!
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 6Graduate Recruitment NetReady 5/2007
Agenda Introduction & some interview basics
What is a competency?
Why use competency or behavioral interview approach?
Examples of core competencies
Preparing for the competency interview
Sample questions
Q&A
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 7Graduate Recruitment NetReady 5/2007
What is a Competency? The word competency is widely used in business
environments and refers to the skills that are necessary to achieve an effective performance level in the job. Every job will have a set of key competencies, some of which are essential and others desired and all are required to do the job properly.
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 8Graduate Recruitment NetReady 5/2007
For Example… Examples of core competencies required in many jobs are:
- Communication skills- Delivering Results- Use of Initiative- Planning and Organizing- Analytical and/or Strategic Thinking- Building relationships- Team Work
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 9Graduate Recruitment NetReady 5/2007
Agenda Introduction & some interview basics
What is a competency?
Why use competency or behavioral interview approach?
Examples of core competencies
Preparing for the competency interview
Sample questions
Q&A
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 10Graduate Recruitment NetReady 5/2007
Why do they do it? Competency based interview questions are used in
an effort to make the interview process as standard and as fair as possible. It is a technique which is being used increasingly in large organizations where many managers may be interviewing for the same type of position.
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 11Graduate Recruitment NetReady 5/2007
What does it look like? In general a competency based interview is one in which the interviewer:
Focuses on the behaviors and traits that are critical to success on the job and
Focuses on how the candidate has demonstrated these skills in the past
The foundation of this focus is the behavioral question. The behavioral question requires you, the candidate, to recall and describe a specific situation or event in which you demonstrated (or failed to demonstrate) a skill critical for success in the position for which you are applying.
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 12Graduate Recruitment NetReady 5/2007
Behavioral Questions A behavioral question is looking for information about:
The details of a specific situation or event Your specific action or behavior and The outcome of the situation
A behavioral question is not looking for: Your opinion What what you “think” you would do in a situation Your assessment of your own strenghts, weakness’ or performance
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 13Graduate Recruitment NetReady 5/2007
So Why Use this Approach…
Advantages of seeking past behavior Reduces misunderstandings about a your past experiences Reduces your effort to “make a good impression” Reduces emphasis on the “hypothetical” Prevents personal impressions from affecting evaluation Provides actual examples of your knowledge, skills and
attributes Promotes consistency in interviews and assures all key areas
for success are covered in the conversation
Past Behavior is the Best Predictor of Future Behavior
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 14Graduate Recruitment NetReady 5/2007
Behavorial Questions A behavorial question is looking for information about:
Situation or Task: details of a specific time or event
Action: the actions you took
Result: the outcome of the situation
We call this the STAR response. Easy to remember; not so easy to do.
A behavorial question is not looking for: Your opinion What you “think” you would do in a situation Your assessment of your own strengths and weaknesses
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 15Graduate Recruitment NetReady 5/2007
STAR response – Why?
Organize your answer (STAR) Situation / Task: Here is the problem/issue; Action: Here are the steps I took; Result: These were the results.
Get in and Get out One story can show several skills! Be ready with several stories demonstrating each
success factor. Think about your background, and what you have on your CV.
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 16Graduate Recruitment NetReady 5/2007
STAR response – How? Be specific; use an actual Situation and not an imagined one.
What was your Action? what did you do? how did you handle the situation or project? In describing your actions you should tell your interviewer:
What (specifically and in detail) you did (not the team, but you) Who you spoke with, what you had to learn or manage How you arrived at a solution
Make sure you focus on what you did. You should say the word “ I ” a lot.
Describe the Result of the event. Although it is good to use a successful example, you can use failed examples as well – but make sure you demonstrate what you learned !
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 17Graduate Recruitment NetReady 5/2007
Agenda Introduction & some interview basics
What is a competency?
Why use competency or behavioral interview approach?
Examples of core competencies
Preparing for the competency interview
Sample questions
Q&A
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 18Graduate Recruitment NetReady 5/2007
Core Competencies Examples of core competencies required in many jobs are:
- Communication skills- Delivering Results- Use of Initiative- Planning and Organizing- Analytical and/or Strategic Thinking- Building relationships- Team Work
In preparation for a Competency Based Interview the experienced interviewer will draw up a list of questions relating to each competency and all directed towards discovering if you have those skills necessary for the job.
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 19Graduate Recruitment NetReady 5/2007
Cisco’s Core Competencies – Sales Role Effective Communication
Good listening and presentation skills Able to explain complex issues in a simplified manner
Resiliency Able to deal with change Able to take constructive feedback
Team Skills A good team player and leader People-oriented
Sales Personality Driven to be in sales
Achievement Oriented Not risk-averse, uses initiative Determined to succeed
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 20Graduate Recruitment NetReady 5/2007
We Choose these Competencies to Measure if Candidates will Fit into Cisco’s Culture
• Innovation• Continuous improvement• Quality team• Giving Back/Trust/Fair/Integrity• Fun• Empowerment
• Profit contribution
• No Technology Religion
• Market Transitions
• Open Communication
• Teamwork
• Drive change
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 21Graduate Recruitment NetReady 5/2007
Agenda Introduction & some interview basics
What is a competency?
Why use competency or behavioral interview approach?
Examples of core competencies
Preparing for the competency interview
Sample questions
Q&A
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 22Graduate Recruitment NetReady 5/2007
Preparing for a Competency Based Interview The most common type are Behavioral Based Interview Questions. These
are also called Situational and are used as a tool to discover how your behavior in a previous role or situation can contribute to your performance in the job being recruited for.
Examples of Behavior Based Interview Questions are: Tell me about a time..
Give an example of a <Stressful, Successful, Important> situation you found yourself in and what did you do?Describe a situation which caused you a problem and tell me how you resolved it.
Something to be aware of; even if your interview is not described as such, it is very likely in today's recruitment market that you will be asked Competency Based Interview Questions.
Your best preparation is to know your own background and know the job description of the job you are applying for
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 23Graduate Recruitment NetReady 5/2007
Agenda Introduction & some interview basics
What is a competency?
Why use competency or behavioral interview approach?
Examples of core competencies
Preparing for the competency interview
Sample questions
Q&A
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 24Graduate Recruitment NetReady 5/2007
Let’s Review – Cisco’s Core Competencies Effective Communication
Good listening and presentation skills Able to explain complex issues in a simplified manner
Resiliency Able to deal with change Able to take constructive feedback
Team Skills A good team player and leader People-oriented
Sales Personality Driven to be in sales Customer orientation
Achievement Oriented Not risk-averse, uses initiative Determined to succeed
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 25Graduate Recruitment NetReady 5/2007
For Example... Competency: Customer Orientation
Definition: A willingness to help and serve others and meet their needs whether they are internal or external customers. Understands urgency.
Question: Tell me about a time when you felt effective in dealing with a customer (internal or external). What was the outcome? How and when did you communicate your findings to the customer?
Response:I recently completed my thesis and presented my findings to the academic review board. I asked my advisor for the background of the board members and saw that two had a specialization in the topic of my thesis so I knew to expect a lot of challenging questions. I made sure that I had double checked all of my data and knew my sources before the review meeting so I was able to answer even the most obsecure questions. Also my advisor had mentioned that there was one member of the board who had problems with his sight so I made sure that all of my documents were printed in a larger font to make them easier to read.
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 26Graduate Recruitment NetReady 5/2007
Now its your turn… Effective Communication
Good listening and presentation skills Able to explain complex issues in a simplified manner
Resiliency Able to deal with change Able to take constructive feedback
Team Skills A good team player and leader People-oriented
Sales Personality Driven to be in sales Customer orientation
Achievement Oriented Not risk-averse, uses initiative Determined to succeed
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 27Graduate Recruitment NetReady 5/2007
Q and AQ and A
© 2008 Cisco Systems, Inc. All rights reserved. Cisco University Relations EuropeSMB 09 28Graduate Recruitment NetReady 5/2007