The problem with competency interviews
Asking a series of competency questions where the interviewer asks for an “example of a time when…….” allows the candidate to choose amazing examples from any time in their career. A competency interview just joins the dots from a highlight reel of good examples.
Distorted performance versus actual performance
The problem with personality tests
The Big Five personality traits are the most robust taxonomy of personality traits. Candidates can cheat in personality tests and not all jobs require the same mix and balance of traits to succeed.
Our question methodology goes deep into the candidate’s story with built in fact checking that does not directly ask about competencies. Instead, the interviewer observes patterns of competencies within the stories hypothetically plotted in the diagrams below. Consequently we get deeper insights into the candidate’s background than with competency interviews.
High performance candidate
Low performance candidate
We developed the Bremnus Leadership Model containing four success factors and twelve traits. These all all link back to the well researched “Big Five” personality trait model which means both competencies and personality traits are all assessed simultaneously.
8 years, 1727 leadership interviews, and over 100 referenced books and scientific research papers went into this 300-page book, The CEO’s Greatest Asset. Written by our founder, Fraser Hill, it examines in detail all of the science that led to this new interview method.