My Career Voyage! Charting The Course

Patty Edwards Shaver
MCV Career Development Facilitator

More and more companies are using compentency-based interviews to interview potential candidates. Based on the theory that past behavior is the best predictor of future success, competency-based interviews consist of behavioral questions structured to help the interviewer assess candidates based on competencies that have been identified for the position.

Core competencies are skills used nation-wide to help achieve organizational objectives or goals.

Interviewers, using the competency-based interview, will develop three to five behavioral questions targeting each competency to assess candidates' level of competence. Candidates can find employer competencies on employer web sites, in job postings, or in company literature. When competencies are not listed in these places, it may be up to the job applicant to figure out what the competencies are by doing some research, such as asking employees of the company of interest, or checking professional organization web sites for clues.

When interviewing candidates, the interviewer will record a number based on how well the question is answered. The more complete the answer, the higher the score. It is highly recommended to have a list of accomplishment stories ready to use as examples when answering interview questions based on key competencies. Think about the strongest accomplishments that prove your success in each competency area. Formulate a complete and strong answer. Then practice answering the questions with a partner.

Because of the fast-changing workplace, the U.S. Department of Labor and Education formed the Secretary's Commission on Achieving Neccessary Skills (SCANS) to meet the kinds of competencies and skills that workers must have to succeed. The results of the study were published in a document entitled What Work Requires of Schools: A SCANS Report for America 2000. Below are two tables containing a summary of the findings. Use this as a guide when writing accomplishment stories.

Table 1: SCANS' Five Competencies
Resources: Identifies, organizes, plans and allocates resources

• Time
  
• Money
  
• Material and facilities
  
• Human resources
  

Interpersonal: Works with others

• Participates as a member of a team
  
• Teaches others new skills
  
• Services clients/customers
  
• Exercises leadership
  
• Negotiates
  
• Works with diversity
  

Information: Acquires and evaluates information

• Organizes and maintains information
  
• Interprests and communicates information
  
• Uses computers to process information
  

Systems: Understands complex interrelationships

• Understands systems
  
• Monitors and corrects performance
  
• Improves or designs systems
  

Technology

• Selects technology
  
• Applies technology to task
  
• Maintains and troubleshoots equipment
  

TABLE 2: A Three-Part Foundation of SCANS Skills and Personal Qualities


Basic Skills

• Reading
  
• Writing
  
• Arithmetic
  
• Listening
  
• Speaking
  

Thinking Skills

• Creative Thinking
  
• Decision Making
  
• Problem Solving
  
• Visualization
  
• Knowing how to learn
  
• Reasoning
  

Personal Qualities

• Responsibility
  
• Self-Esteem
  
• Socialability
  
• Self-Management
  
• Knowing how to learn
  
• Integrity/honesty