Behavioral Competency Assessments

BEHAVIORAL COMPETENCIES ARE OBSERVABLE AND MEASURABLE BEHAVIORS THAT CONTRIBUTE TO INDIVIDUAL SUCCESS IN THE ORGANIZATION

Skill vs Competency

SKILL

Skill refers to the technical skill and ability to perform a “specific” job. Organizational Appraisal systems are built around measuring the competence required to do the job as they measure performance against KPI’s.

COMPETENCY

Competencies, on the other hand are the underlying attitudinal, behavioral and motivational factors which determine not only the current performance lags but also help to determine the future potential of a candidate.

OUR ASSESSMENT TEAM INCLUDES EXPERTS IN ABILITY AND PERSONALITY ASSESSMENTS, EXPERTS ON COMPETENCY BASED PERFORMANCE MANAGEMENT AND BEHAVIORAL INTERVIEWING

Competency Classifications

Personal

Stress Handling

Inner Drive

Achievement Orientation

Decision Making

Initiative etc.

Interpersonal

Communication

Negotiation and Persuasion

Leading

Teamwork

Influence

Technical

Critical & Creative Thinking

Problem Solving

Project Management

Technology Awareness

Sales and Marketing

 

THE PROCESS OF BEHAVIORAL COMPETENCY ASSESSMENTS

01

Meet the Client for an in-depth understanding of the scope of the project and the expectations from the exercise

02

Meetings with the SMEs Subject Matter experts who know the job well. The purpose of these meetings is to seek an input, understanding and agreement on the competencies against which the candidates will be assessed

03

After the competencies are finalized, the candidates will be made to undergo a battery of assessments. Every competency will be assessed using a variety of methods to ensure cross test validity

04

Results are compiled and cadidates are scored against a set of pre-defined competencies as agreed in step two

05

Results are shared with the organization in both presentation and report form

06

Plans for development, progression, talent management may be discussed as per the scope of work

Assessment Center

After detailed discussions with the relevant HR and Line management and finalization of the competencies, the candidates will be made to undergo a battery of assessments. This ensures a multi-dimensional assessment where every competency will be assessed using a variety of methods to ensure cross test validity. Moreover every candidate is assessed by multiple assessors against a predefined reliable and valid competency model

Case Study Based on Relevant Scenarios

  • Role Play
  • PowerPoint, Flip Chart Presentation
  • Group Discussions
  • Critical Thinking Scenarios
  • Written Assessment
  • Behavioral Competency Interview
  • Psychometric testing

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