How do you ensure that your feedback is objective, evidence-based, and aligned with the competency framework?

Competency based interviewing (CBI) is a method of assessing candidates' skills and behaviors based on specific situations and tasks. It requires both interviewers and interviewees to provide concrete examples of how they demonstrated certain competencies in their previous or current roles. But how do you ensure that your feedback is objective, evidence-based, and aligned with the competency framework? Here are some tips to help you give and receive feedback effectively in CBI.

1 Understand the framework

Before you start giving or receiving feedback, make sure you have a clear understanding of the competency framework that is used for the role or the organization. The framework should define the key competencies, the levels of proficiency, and the indicators or behaviors that demonstrate each competency. You can use the framework as a guide to structure your feedback, identify strengths and areas for improvement, and compare performance across candidates or employees.

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Dan van der Werf, Ph.D

I partner with HR professionals to improve their hiring and employee development practices using competencies.
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The behaviours within the competency framework are arguably the most critical part. Review the behaviours at each level of proficiency to get a general sense of what "effective behaviour" looks like at each level. It's impossible to cover every example behaviour within a competency, so try not to treat the behaviours as a checklist but more of a guidepost to provide some structure to these developmental conversations.

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Celisa Stenger

Recolocação para Mães | Jobhunter | Mentoria de Carreira| Programas Psicossociais de NR1 | Recrutamento e Seleção | Treinamento
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Dar Feedback não é tarefa fácil, pois você deve se basear em fatos reais e atrelar aos comportamentos positivos e negativos da pessoa. Nessa etapa, precisa estar ali sem julgamentos, apenas se certificando que as competências exigidas para a função estão sendo desempenhadas e desenvolvidas.

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2 Use the STAR method

The STAR method is a widely used technique to structure your answers or feedback in CBI. It stands for Situation, Task, Action, and Result. It helps you to describe the context, the goal, the steps, and the outcome of a specific example that illustrates a competency. When giving feedback, use the STAR method to provide specific, factual, and relevant information that supports your assessment. When receiving feedback, use the STAR method to ask for clarification, examples, or suggestions for improvement.

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3 Avoid biases and assumptions

One of the challenges of giving and receiving feedback in CBI is to avoid biases and assumptions that can affect your objectivity and accuracy. Biases are tendencies or preferences that influence your judgment or perception of others, such as halo effect, confirmation bias, or recency bias. Assumptions are beliefs or expectations that you have about others, such as stereotypes, generalizations, or labels. To avoid biases and assumptions, focus on the evidence and behaviors that are observable and measurable, rather than on the personality or traits of the person. Also, seek multiple sources of feedback, such as peer reviews, self-assessments, or external assessments, to get a more balanced and comprehensive perspective.

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Dan van der Werf, Ph.D

I partner with HR professionals to improve their hiring and employee development practices using competencies.
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Understanding some common rater biases can help identify and prevent them. Biases such as similar-to-me bias, halo and horn bias, recency effect, or leniency bias are common. Try to focus on the objective behaviours, rather than the person (e.g., "I noticed you were late 3 times this week" instead of "you are lazy!").

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4 Be constructive and respectful

The purpose of giving and receiving feedback in CBI is to help the person improve their performance and develop their competencies. Therefore, feedback should be constructive and respectful, rather than critical or judgmental. Constructive feedback is feedback that is specific, actionable, and positive. It identifies what the person did well, what they can do better, and how they can do it. Respectful feedback is feedback that is honest, empathetic, and polite. It acknowledges the person's feelings, efforts, and potential, and avoids blaming, shaming, or discouraging them.

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Valerie Bayers

Exploring Turtle Island with Respect, Kindness, Sharing, Humility, and Growth
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Know your audience, choose your language/tone carefully. Pay attention to the person you are providing feedback to. Look at their face, their tone, their body language to understand if your feedback is being received as intended. Approach conversations with a trauma-informed formed response and remember we are all human.

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Dan van der Werf, Ph.D

I partner with HR professionals to improve their hiring and employee development practices using competencies.
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Feedback should always be a two-way conversation. Ask people questions to help them reflect on their own performance. Ask questions to ensure you both have a complete understanding of the situation, task, action, and results. Check-in at the end to ensure the person fully understands the feedback and what they should do moving forward.

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5 Follow up and reflect

Feedback is not a one-time event, but a continuous process of learning and improvement. Therefore, it is important to follow up and reflect on the feedback that you give or receive in CBI. Follow up means checking in with the person to see how they are implementing the feedback, providing support or guidance if needed, and recognizing their progress or achievements. Reflect means reviewing the feedback that you give or receive, evaluating its effectiveness and impact, and identifying your own strengths and areas for improvement as a feedback giver or receiver.

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Celisa Stenger

Recolocação para Mães | Jobhunter | Mentoria de Carreira| Programas Psicossociais de NR1 | Recrutamento e Seleção | Treinamento
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Realizar Feedbacks não necessita atrelar a um programa específico, como Avaliação de desempenho. Você fazer constantemente, todos os dias se possível, até para ter engajamento e aumento de produtividade. Nem sempre ele precisa ser formal, sentar, falar 01h das qualidades e depois ajustar o que precisa. Também não há necessidade de esperar a AD para fazer. Sempre que possível, faça, você vai se sentir melhor e a pessoa também, pois esta sendo desenvolvida.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you ensure that your feedback is objective, evidence-based, and aligned with the competency framework?

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1 Understand the framework

2 Use the STAR method

3 Avoid biases and assumptions

4 Be constructive and respectful

5 Follow up and reflect

6 Here’s what else to consider

Competency Based Interviewing

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