What frameworks can be used for assessing candidate competency?

The choice of using the STAR method and competency-based interviews as frameworks for assessing candidate competency is well-founded because these strategies are designed specifically to evaluate how candidates have performed in the past and how they might handle future situations based on their previous experiences.

The STAR method—standing for Situation, Task, Action, Result—provides a structured way for candidates to share their experiences. This method encourages candidates to articulate their specific experiences in a way that highlights their skills and competencies. By prompting candidates to discuss real scenarios they've encountered, interviewers can gain insights into their problem-solving abilities, decision-making processes, and overall suitability for the role.

Competency-based interviews, on the other hand, focus directly on identifying whether a candidate possesses the necessary skills and behaviors relevant to a specific job. This approach utilizes specific competencies as a framework to guide the questioning and evaluation process, thereby giving interviewers a concrete basis for assessing candidate responses against job requirements.

Incorporating these frameworks not only contributes to a more thorough understanding of a candidate’s capabilities but also enhances the fairness and consistency of the interview process by applying standardized evaluation criteria focused on job-relevant competencies. This makes them more effective than traditional interviews, technical assessments, or group assessments, which may not provide the same depth of