Here are my notes from one more talk at the BESIG 2016 annual conference. Akos Gerold and Justine Arena were focusing on CBI, the type of job interview that they’ve been helping clients with.
At the beginning the audience brainstormed some traditional interview questions:
- Tell us about your weakness
- If you were an animal, what animal would you be?
- Where do you see yourself in 5 years’ time?
Most of them have been around for a long time and the answers to them might not be that informative because they can be rehearsed and, what’s more important, it’s pretty easy to simply say what the interviewer wants to hear rather than the truth. Also, they do not measure how well the interviewee will do specific tasks. As an alternative, HRs have come up with CPI – competency-based interview.
What is CBI and what is the difference between CBI questions and traditional interviews?
CBI interview is about learning about the past to predict the future. Focusing on the situations that the applicant found themselves in that are similar to the situations in which they’re expected to perform. As they focus on situations and behavior that the applicants displayed, they’re also called situation interviews or behaviour interviews.
In contrast, in the ‘traditional’ interviews the aim is to form a general picture and the panel is trying to establish if the applicant meets a set of criteria.
Typical CBI questions:
- Describe a specific situation when you..
- Tell us about a time when you…
- In the past, have you ever…
- What did you do?
- how did you approach it? what was you role?
- What was the outcome?
- What did you learn?
- Have you applied what you learned?
Competency: communicating with impact.
Achievement oriented question: Describe a situation in the past when you were able to persuade someone who was difficult to persuade to agree with you way of thinking on a substantive issue.
Adversity oriented question
Describe a situation in the past when you were not able to persuade someone who was difficult to persuade to agree with you way of thinking on a substantive issue.
How they are conducted:
Part 1: Traditional-type questions: tell me about yourself; why did you apply for this job – to build towards CBI questions and to put the applicants at ease.
Part 2: CBI questions – the same for each applicant, to be able to compare the answers across all applicants.
If you’re preparing a client – how do you know which questions they will be asked?
Job description >> isolate key tasks of the job and core values of the company >> turn them into open-ended CBI questions.
Example. Client: regional manger, apple customer experience
Primary responsibility: developing and maintaining a group
Some of the possible tasks and the corresponding CBI questions:
- coaching them to overcome challenges and difficulties >> Tell us about a time when you coached a team to overcome challenges and difficulties?
- dealing with interpersonal issues >> Describe a situation when you had to help a team deal with interpersonal issues?
- building team atmosphere >> Have you ever built team atmosphere?
- motivating team members >> Tell us about a situation when you had to motivate team members.
But note that we also need to balance achievement oriented and adversity oriented questions.
- Come up with situations from your past that best exemplify your competences – you don’t want to think about that under the pressure during the interview.
- Apply STAR motel (situation / task / action / result)
- Even if the question sounds like a closed question, it’s a trick – they still expect an extended answer.
I found this a very useful session. The type of interview that Justine and Akos talked about resembles quite closely the soft-skill part of the interview that some of my learners need to pass, and it is very nice to have a very clear framework for preparing towards this type of interview. I think I’ll be referring both my colleagues and people who need to prepare for the interview to this write-up.