When conducting interviews, it’s essential to distinguish between assessing a candidate’s competencies and their strengths. By subtly adjusting interview questions, you can gain insights not only into a candidate’s abilities but also into what they genuinely enjoy doing.
Competencies vs. Strengths
Competencies refer to the skills and behaviours that a candidate needs to perform a job effectively. These are the measurable, observable, and teachable aspects of performance.
Strengths, on the other hand, are the tasks or activities that energise and engage an individual. Strengths are often linked to a person’s natural talents and interests, indicating where they are likely to excel and find satisfaction.
Interview Questions: Competency vs. Strength
To illustrate the difference, consider the competency of ‘Relationship Building’:
Competency-Based Interview Question:
“Tell me about a time when you built an effective relationship with a new customer. How did you approach this?”
This question focuses on the candidate’s ability to build relationships, requiring them to demonstrate their skills and strategies in a past situation.
Strengths-Based Interview Question:
“Tell me about a time when you needed to get to know a group of new people. What did you find enjoyable and what did you find challenging about this?”
This question aims to uncover what the candidate enjoys about relationship building, providing insight into their natural preferences and areas where they feel most energised.
Implementing a Strengths-Based Recruitment Process
In our guide, Assessing for Strengths, we share key considerations for integrating a strengths-based approach into your recruitment process:
1. Identify Key Strengths for the Role: Determine which strengths are essential for success in the position you are hiring for. This helps in crafting targeted interview questions.
2. Develop Strengths-Based Questions: Formulate questions that not only assess competencies but also reveal what candidates love doing. This can provide a more comprehensive view of their potential fit within your organisation.
3. Train Interviewers: Ensure that those conducting interviews understand the importance of assessing for both competencies and strengths. Provide training on how to recognise and evaluate strengths effectively.
4. Evaluate Fit and Potential: Use the information gathered to assess not only the candidate’s ability to perform the job but also their potential for growth and long-term satisfaction in the role.
By focusing on both competencies and strengths, you can make more informed hiring decisions that align with your organisational goals and culture. This approach helps in selecting candidates who are not only capable but also passionate and likely to thrive in their roles.
For a detailed exploration of these concepts and practical tips on implementing them, refer to our comprehensive guide: Assessing for Strengths.