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Competency-based interviewing - has it gone too far?

机译：基于能力的面试-它走得太远了吗？

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Purpose - The purpose of this paper is to provide a critique of the inflexible use of competency models in organisations and, in particular, to explore the limitations of competency based interviews and stress the need for alternative approaches, e.g. wider use of job sampling, biographically based interviews and ability tests at the recruitment stage. The paper suggests that there is nothing fundamentally new in the competency-based approach but suggests that its ubiquity may be counterproductive in an exponential world where constant reappraisals of skills, attributes and behaviours are required. Design/methodology/approach - The paper provides a critique of the inflexible use of competency models in organisations. Findings - Many competency models are not sufficiently clear or dynamic for effective use in constantly changing organisations. Competency-based interviewing per se is an overly restrictive and increasingly blunt selection instrument. Practical Implications - The paper reveals the need to constantly review competency models and argues for complementary selection techniques to be used in addition to competency-based interviews. Originality/value - Adds to the growing literature critical of rigid application of competency models, particularly in the selection arena.
机译：目的-本文的目的是对组织中胜任能力模型的僵化使用提出批评，尤其是探讨基于胜任力的面试的局限性并强调需要其他方法，例如在招聘阶段更广泛地使用工作抽样，基于传记的访谈和能力测试。该论文表明，基于胜任力的方法从根本上没有什么新意，但表明在需要不断重新评估技能，属性和行为的指数世界中，其普遍性可能适得其反。设计/方法/方法-本文对组织中胜任能力模型的僵化使用提出了批评。调查结果-许多能力模型不够清晰或缺乏动态性，无法在不断变化的组织中有效使用。基于胜任力的面试本身就是一种过于严格和日益钝化的选择工具。实际意义-本文揭示了不断审查能力模型的必要性，并主张除了基于能力的访谈之外，还应使用互补的选择技术。原创性/价值-增加了对严格应用胜任力模型的批评，特别是在选拔领域。

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