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Why are Behavioural Competencies Important?

Different levels of behavioural competency can suggest to a potential employer how you will behave when faced with certain situations. These levels demonstrate what superior performers think or do in most situations, and with better results – as compared to average performers or poor performers.

Behavioural indicators are specific descriptors that single out work behaviours and put them into levels that can be seen and measured. Interviewers can assess an interviewee by asking for current examples of how they handled specific situations, and then measure those behaviours against the competency levels.

A good example of the particular behaviours around teamwork and cooperation and the levels of performance might appear like this:

1) Cooperates – participates willingly, supports team decisions, and shares helpful information.
2) Expresses positive expectations of team – respects others, speaks positively about others contributions and abilities.
3) Solicits input – eager to learn from others, values others knowledge and expertise, solicits opinions and ideas from others.
4) Encourages others - publicly credits others, encourages and empowers others.
5) Builds team spirit – good morale, cooperates with group, acts to uphold a friendly climate, protects and promotes the reputation of the team.

Questions that an interviewer would then pose around this competency might be, “Describe a situation when you had difficulty gaining cooperation from other team members?” or “Provide me an example of when you felt effective as part of a group.” They would then rate the answers based on the behavioural indicators.

The main premise is that an individual who shows a higher level of competency in valid, on the job situations, is prone to behave the same way in your establishment.

There are several competencies that employers can target, but the majority look to the actual job and determine what is important. A receptionist position might require higher levels of service orientation and results orientation, where you may want a manager to score higher in leadership and empowerment.

Knowing what behavioural competencies mean will assist you hire the right people for your organization, and if you are the one being interviewed it can help you be better prepared for your interview.

Article Source: http://www.newarticleseek.com

My name is Diane Mackay, and I have worked in various aspects of human resources for most of my 18 year career. For more information on behavioural competencies, resumes and cover letters, please visit my sites below. coverletterformats.com/resumecoverletters/ultimate-guide-to-job-interview-answers/ coverletterformats.com/resumecoverletters/amazing-resume-and-cover-letter-creator/

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