Behavioral Competencies at Work
Behavioral Competencies at Work' defines a structured hiring process through a competency framework, behavioural types, indicators and suggestive questions to test those competencies. These can be divided into:
Personality Attributes
are a combination of thoughts, characteristics, behaviours, attitude, idea and habits of an individual concerning his or her surroundings. They become essential while determining the cultural fitment of an employee.
Analytical Ability
is the aptitude to see patterns, trends, inconsistent information and thus draw meaningful conclusions based on the given information. If one possesses the skill, they can reach solutions by either following methodological approaches or by being more creative to see every angle of the problem.
Interpersonal Skills
are the skills used by a person to interact with a clarity of purpose. It refers to an employee's ability to get along with coworkers and get the job done.
Leadership Skills
can be applied to any situation where one is required to take the lead, professionally and socially. A good leader keeps his team organised, takes calculated risks, motivates his peers and pushes them to do their best.
The following handbook can be used for developing a competency framework, knowing behavioural indicators of employees, structuring your hiring process and asking questions to measure the competencies.
Mettl Competency Library
Competencies refer to job-relevant behavior, motivation and technical knowledge required to be successful on-the-job. Aligning HR processes to competencies helps evaluate performance, set clear job expectations and growth plans.
Mettl has created competency libraries across, Behavioral, Cognitive, Domain and Technology based competencies.
PERSONALITY ATTRIBUTES
Curiosity
Tendency to possess strong intellectual curiosity, an eager wish or an ardent desire to know or learn something new. The spirit of enquiry is what gives fuel to this tendency.
Key Indicators at the Workplace
Curious mind that listens attentively and constantly absorbs novel information.
Asking questions and looking for opportunities to help clients.
Updated with current trends in addition to applying experience and learning in a new work environment.
Regularly attends webinars/conferences and meets new people to imbibe their learning in one's work.
Suggested Questions to Measure the Competency
Have you learned anything in the past three months? If so, how were the journey and outcome?
What is that one thing you would like to change at the workplace?
If you do not have access to technology for a month, what activities will you involve yourself in and why?
What is an ideal weekend for you?
ANALYTICAL ABILITY
Attention to Detail
Meet goals by taking into account every key detail however big or small it is. Concerned about every facet of the task, while keeping a regular check on the progress.
Key Indicators at the Workplace
Carefully follows all steps of the procedure to complete the assigned tasks.
Reviews and edits every document before sending it across.
Commits and delivers high-quality output by closely monitoring every process.
Takes initiative to resolve issues and intimate others regarding the quality check.
Suggested Questions to Measure the Competency
How do you find errors that aren't immediately obvious?
How do you correct the errors made by you and what steps do you take to prevent them in future?
What would you do if you forgot to communicate about a certain timeline to x team which is now impacting the launch date of your product?
Would you ask a colleague to review your work or do it yourself, considering you have multiple tasks at hand?
INTERPERSONAL SKILLS
Effective Communication
Effectively put across one's thoughts and ideas clearly and briefly, using appropriate language and grammar in written and oral forms of communication.
Key Indicators at the Workplace
Uses proper grammar and language when communicating with others.
Understands how to put across one's points briefly.
Does not use complex terminology to refrain from confusing the other party.
Understands the power of communication and works towards honing that skill further.
Suggested Questions to Measure the Competency
How do you convince your team in going ahead with your idea?
How do you structure your report?
What will be your response to a negative online company review?
Your manager quoted a price for client negotiation, but you misheard and quoted a different price. How will you make up for the miscommunication?
LEADERSHIP SKILLS
Motivating Peers
Exhibiting an understanding of the various intrinsic and extrinsic motivators to engage people at work. Provide them with appropriate reinforcements and recognition as an inspiration to accomplish their professional objectives.
Key Indicators at the Workplace
Understands what drives individual team members to work.
Appropriately leverages this knowledge to get team members to do their best at work.
Provides appropriate reinforcements to continuously encourage the team to put their best foot forward.
Conducts oneself in a manner that inspires others to do their best every day.
Suggested Questions to Measure the Competency
Briefly describe an instance where you were able to gauge a person's strengths, development needs and aspiration to churn out the best from him.
How will the conversation unfold when your sibling has failed in an exam in which he was confident he would do well?
Who according to you is a successful world leader from history and why?
How would you comfort a colleague who has faced premature termination?
DOWNLOAD THIS COMPLETE REPORT
Mettl is one of the largest and fastest growing online talent measurement solution providers globally that has been at the forefront of online assessment technology since its inception in 2010. We enable organizations to build winning teams by taking credible people's decisions across two key areas: Acquisition and Development.
80+
Countries
4000+
Clients
27+
Industries
