Determining Competence Through Behavioural Interviewing

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Determining Competence Through Behavioural Interviewing

Determining Competence through Behavioural Interviewing

A workshop for HTAN presented on 25 March

Introduction

Behavioural interviewing

has been a recommended technique for selection interviewing for some

years now. Unstructured selection interviewing h

as always been notoriously poor in

guaranteeing a good outcome. Using the structure and rigour of the behavioural interviewing

technique it has been found (and confirmed by academic research) that far better outcomes can

be achieved than by use of unstruc

tured interview techniques.

It is based upon the premise that

the best predictor of future performance is past performance

.

References:

Janz, T. (1982). Initial comparisons of patterned

behavior

description interviews versus unstructured

interviews.

Jo

urnal of Applied Psychology

, 67(5), 577

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580

Orpen, C. (1985). Patterned behaviour description interviews versus unstructured interviews: a

comparative validity study.

Journal of Applied Psychology

, 70(4), 774

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776.

The RPL/RCC Interview

The same princip

les of behavioural interviewing have been found to be useful in structuring and

conducting RPL/RCC interviews. Both selection interviews and RPL/RCC interviews have

similar objectives

–

to find out if the candidate is able to do the job required.

Recogni

tion (RPL/RCC)

Techniques

Usually, more than one method of

evidence collection is required to infer

competence through an RPL/RCC process.

Figure 1 describes the common

approaches used.

Figure 1: Methods used in gathering Recognition evidence.

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Determining Competence Through Behavioural Interviewing

The ex

act form of the processes and procedures that the assessor uses for Recognition will

depend on the context in which the process takes place. This will include the location, purpose

and circumstances of the candidate.

Rules of Evidence

When evidence is be

ing assessed it is...