Defining Competency-based Behavioral Interviewing

　　The goal of any selection interview is to learn enough about a candidate to be able to predict future-on-the-job performance and behavior. That information can then be used to make an informed hiring decision or recommendation.

　　Behavioral interviewing is a technique based on the idea that candidates’ past and present behavior is the best predictor of how they will behave in the future. But behavioral traits don’t appear on a resume - they can only come from an interview. Furthermore, interviewers need to obtain repeated examples of behavior to confirm they really exist.

　　Interviews not based on behavioral interviewing techniques inevitably focus exclusively on education, experience, and knowledge - exactly the information that’s already on the resume. While these are clearly important, they only reveal what a candidate actually did. Behavioral interviewing helps get at the "how" and "why" behind a candidate’s performance.

　　Competency-based behavioral interviewing uses "competencies" to describe behavioral qualities. Examples include analytical, problem solver, team player and customer-oriented. Behavioral competencies should be used to describe job requirements ("must be articulate, adaptable, committed," and so on) before the interview as well as to evaluate candidates after an interview.

　　When competency-based behavioral interviewing forms the framework for the entire hiring system, interviewers are able to make much more effective hiring decisions.

　　译文：

　　定义以职能（Competency）为基础的行为面试

　　任何选拔面试都是通过对应聘者尽可能的了解来预测其在职绩效和行为，上述信息的收集被用来作为聘用的决定或推荐的基础。

　　行为面试技术的基础假设是：应聘者过去和现在的行为是将来的表现最好的预测，但行为特性在简历上体现不出来，它只能通过面试发现。另外，面试者应反复测试行为以保证它们的确存在。

　　普通的面试往往过分关注于教育背景，工作经验和知识--即简历上体现的东西，当然这些是相当重要的，但它们只是验证一位应聘者做了什么，但行为面试揭示了"怎样去做"和"为什么这么做。"

　　以职能为基础的行为面试运用"职能"来描述行为特质，比如分析力，问题解决能力，团队合作精神和客户责任心。行为职能应为被用来描述工作需要（如，有适应力，注重承诺等），无论是在面试中还是在面试后对应聘者的评价中。

　　当以职能为基础的行为面试成为今后招聘人的框架时，面试者的职用决定将有效得多。