Hiring Manager Training: Competency-Based Interviewing Guide

So you've handpicked experienced hiring managers, invested in detailed role descriptions, and even done hiring manager training. But there's a problem - too many new hires still aren't working out. The secret weapon you're missing? Training your hiring managers to interview against a competency framework.

Understanding this will align your interviews with organisational goals, whilst ensuring you're assessing candidates accurately and consistently. Let's dive into the nitty-gritty of how a competency framework can transform your hiring process.

1. Understanding the Competency Framework

1.1 What is a Competency Framework?

A competency framework serves as a structured outline of the abilities, knowledge, and behaviours required for successful performance in a specific role. Think of it as a roadmap for identifying whether a candidate can perform well within your organisation.

Incorporating this framework ensures your hiring decisions are consistent and transparent. It eliminates guesswork by laying down a clear, pre-determined set of criteria for evaluation. With a competency framework, you're not left in the dark - instead you're empowered to make objective, evidence-based decisions.

For a deeper grounding in what competency frameworks look like in practice, CIPD's competency framework guidance is a useful reference point.

1.2 Why Use a Competency Framework for Interviews?

The primary reason to use a competency framework is the clarity and fairness it brings to the interviewing process. When hiring managers know precisely what competencies to assess, the interviews become more focused, leaving less room for bias. This approach reduces turnover, as you're more likely to select candidates who align with the core duties and values of the role.

Moreover, it enhances the candidate experience by ensuring every interviewee is measured against the same yardstick. Well embedded competency frameworks make it much easier to communicate with candidates about how exactly how they will be assessed, thereby making your organisation more attractive to high-calibre prospects.

1.3 The Role of Hiring Managers in Competency-Based Interviews

Hiring managers are the linchpins in this process. They're not just assessing skills but are deciphering how a candidate's competencies align with both the role and the organisational culture. Training in competency-based interviews enables them to hone in on key behaviours and potential growth trajectories of candidates.

A well-trained hiring manager is like a skilled conductor - they ensure each interview runs smoothly, systematically evaluating against the competency framework, leaving nothing to happenstance. They also function as brand ambassadors, portraying a professional and structured vision of your company.

2. Preparing Hiring Managers for Competency-Based Interviews

2.1 Identifying Key Competencies for the Role

It's crucial to pinpoint the key competencies that are essential for success in the role you're hiring for and build them into the interview plans for hiring managers. Consider skills like leadership, problem-solving, and teamwork, or technical skills relevant to the industry - each tailored to what the role demands.

With Evidenced, you can automatically generate interview plans based off of your competency framework and values - meaning that hiring managers will have access to interview plans tailored to every role, ready to go whenever they need them.

2.2 Developing Interview Questions Based on the Framework

Once you have mapped out key competencies, it's time to develop interview questions centred on these competencies. These questions need to be open-ended to extract meaningful responses from candidates. Think "Can you provide an example of when you solved a complex problem?" instead of "Can you solve problems?" Open-ended questions encourage candidates to draw from actual experiences.

Incorporate behavioural interview techniques by using questions starting with phrases like "Tell me about a time…" or "Give me an example of…". These prompt candidates to provide specific stories, offering concrete evidence of their skills. Align questions closely with your competency framework to ensure you’re consistently evaluating the same criteria across candidates.

2.3 Conducting Mock Interviews for Practice

Training hiring managers through mock interviews can be invaluable for honing their interviewing skills. These practice sessions mimic real scenarios and allow managers to practically apply their understanding of the competency framework. Use role-play with colleagues acting as candidates to create realistic settings. It's an effective way to practice handling unexpected responses and refining questioning techniques.

After each mock session, conduct a debrief to discuss what worked and what didn’t. This reflection helps managers to adjust their approach, ensuring alignment with organisational goals. Encourage peer feedback; it can offer fresh perspectives and improvement areas that may not be obvious. Continuously refining these techniques ensures that when the real interviews occur, managers are well-prepared and confident.

Pro tip: Schedule regular mock interview sessions even after initial training to keep skills sharp and updated with any changes in the competency framework.

3. Implementing the Interview Process

3.1 Training on Effective Communication Skills

Training on effective communication skills is crucial for hiring managers aiming to excel in competency-based interviews. You'll need to learn how to clearly express job expectations and probe deeper into candidates' experiences. Whether it's refining your questioning technique or improving your listening skills, communication is key. Start by focusing on these areas:

• Question Structure: Use open-ended questions to encourage candidates to elaborate.

• Active Listening: Show engagement through nods and follow-up questions.

• Clarity and Conciseness: Keep responses brief yet comprehensive.

Investing time in continuous training can transform your interview process. With Evidenced, interviews can be easily shadowed or assessed asynchronously, so teams can direct targeted interview training where needed.

3.2 Techniques for Assessing Competency Evidence

When interviewing against a competency framework, knowing what to listen for is just as important as knowing what to ask. Hiring managers should be trained to identify STAR-structured responses (Situation, Task, Action, Result) as the gold standard for competency evidence - these show not just what a candidate did, but how and why.

Beyond structure, managers need to assess the quality and relevance of the evidence: Was the example recent? Was the candidate's personal contribution clear? Did the outcome demonstrate the competency at the required level? Training should also cover how to probe effectively when evidence is thin or vague, using follow-up questions like "What was your specific role in that?" or "What would you do differently now?" to draw out richer, more reliable data.

3.3 Providing Constructive Feedback to Candidates

Delivering feedback is often neglected but provides invaluable insight for candidates. You'll benefit by strengthening your company's reputation and ensuring future applications remain robust. For effective feedback, consider these practices:

• Timeliness: Provide feedback as soon as possible for relevance.

• Specificity: Avoid vagueness. Be exact about the areas of improvement.

• Balanced Approach: Highlight positives alongside areas needing improvement.

• Actionable Advice: Offer practical steps for enhancement.

Pro-tip: Use structured templates for feedback to maintain consistency and ease the feedback process. Templates ensure all critical points are covered systematically.

Making feedback a standard part of your process can transform candidate perceptions and enhance your company's brand, as candidates appreciate and value actionable insights following their interviews.

Hiring managers ignoring your competency framework?

Evidenced automatically turns your competencies and values into structured interview plans - and makes sure hiring managers actually use them.

Run your first interviews free