Find out how communicating your competency is more effective in interviews than focusing on your CV. This requires giving well-structured answers that give evidence of times in the past when you have demonstrated competency.
Too much of the time, the wrong people end up in executive positions. Much of this mishandling of executive recruitment is due to bad interviewing practises. But interviewers are beginning to realise that it is better to focus on competency and knowledge rather than the CV.
Find out how you, as an employee, can demonstrate how you’re right for the job, beyond the words on your CV.
Prepare by studying the company
First, start by reading about the company, not by practising self-promotion.
Study the job description and focus on the leadership qualities likely to be assessed.
Research relevant industry trends, how the company is organised, the culture and even look for information about the interviewer. Fernández-Aráoz also suggests pinpointing the main challenges of the job. Then, figure out how you are competent in addressing those challenges.
Victoria University of Wellington writes about how more companies are moving towards conducting behavioural interviews. Behavioural interviews centre around looking at the candidate’s past behaviour as a way to predict future behaviour.
Therefore, preparation is key because you need to effectively demonstrate how your past experience qualifies you for the position. Victoria University advises preparing for a behavioural interview by studying the job description and focusing on the leadership qualities likely to be assessed. After looking at the qualities required, prepare stories in advance about times in the past where you have demonstrated these skills.
Telling stories that demonstrate competency
As you tell stories that demonstrate your competency, communicate them in a captivating and concise way. Rather than citing your grades at college, talk about a specific time that you resolved a problem in the workplace and how those problem-solving skills can be applied to the company you’re interviewing for.
In the interview, tell a story about a time you effectively handled a situation that is relevant to the job.
Victoria University advises using the STAR model:
- Situation – describe a situation or problem that you have come across
- Task – describe the task that the situation required or your ideas about resolution
- Action – describe what leadership style you demonstrated and the obstacles you overcame
- Results – highlight outcomes achieved
By following the STAR models, you can deliver a well-structured answer for what you can do for the company based on evidence of past experience. Showing what you can offer the company in the future rather than talking about how great you’ve been in the past is in fact a more intuitive way of going about an interview. Talk about your past only by applying it to how it will benefit the company in the future.
Reo Group are experts on recruiting processes. Contact us today to discover more about best interviewing practises.
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