Competency-Based Selection and Interviewing (Now Available Online)

Competency International invites  you  to  join  us  in this workshop which features cutting-edge training in competency  assessment  and  development  methods. This dynamic session will provide you a unique learning opportunity to build your ability to deploy validated techniques to attract, select, and retain star performers and high potential leaders.

  • Understand a research-based model of competencies
  • Improve your ability to select star performers that can accelerate the execution of your business strategy
  • Become trained in competency-based interviewing techniques to reliably identify key competencies that drive performance
  • Engage in a highly interactive, action-learning experience designed to maximize learning and skill development
  • Understand the process of competency modeling for multiple roles

“People who make hiring and promotion decisions are more interested in assessing capabilities related to outstanding performance and leadership. IQ alone does not predict success in this domain as well as competencies that integrate cognitive, emotional, and social abilities.”

-Drs. Robert Emmerling and Daniel Goleman, Leadership Excellence

The Business Case for Competecncies

  • Hiring must be based on a valid assessment of competencies most closely associated with objectiveperformance and not based on intuition.
  • Poor selection decisions cost organizations dearly in terms of productivity, morale, and wasted resources
  • Competency-based promotions and placements increase the likelihood of good job and person fit that lead to superior performance
  • Understanding the process of competency modeling ensures HR applications  such as recruitment, selection, and  training  focus on the specific  competencies that account for superior performance
  • Executives, HR officers, and Executive Education experts can use competencies to identify skill gapsand training needs that can be measurably improved
  • Coaches and Mentors need assessment techniques that take into account aspects of the context in which their coachees operate. Assessments based on Critical Incident Interviews provide an engaging methodology which allows  you to understand competencies in the context of specific roles
  • Competencies naturally lend themselves to Return on Investment (ROI) evaluation and allow you to quantify the contribution of HR programs  to  the strategic objectives of the organization

“Measurement of competencies based on Critical  Incident  Interviews (CII) have  been shown to be more predictive  of what people will actually  do than  what  they  say they  will do when asked to respond to a test  item.”

-  Ryan, Emmerling, and Spencer.  Journal of Management Development


Leadership Development Training

In virtually every situation involving the attainment of an objective, fulfillment of a mission or a change in an organizations direction leadership will be required so as to ensure a successful outcome.

Effective leadership is needed at all organizational levels to determine priorities, set direction, allocate resources and to get peoples buy-in so that they are positively motivated to achieve the goal or accomplish the mission.

Our research, which is based on working with several thousand managers over many years in a variety of industries and geographic regions, has revealed a sequence of actions and associated leadership behaviors that underlie their successes. More over these actions and behaviors can be learned through a linked series of assessments, development workshops and projects and then applied on the job.

A feature of our approach is to set development activities within a Planning Process framework as Outlined in the figure below:

Starting with the organizations vision and mission and then breaking this down into strategic objectives usually expressed in a Balanced Scorecard format. Then the key tasks and associated competency behaviors are identified along with the relevant organizational climate factors needed for success.

Utilizing this comprehensive approach gives managers a practical tool which helps them to master the leadership actions and behaviors required to be an effective and successful leader.


  1. Based on our Planning Process Model which has proven to be an effective tool to assist Managers with Strategy Implementation
  2. Balanced Scorecard as developed by Kaplan and Norton
  3. Using our OCS following the original work by Litwin and Stringer

Leadership Development - Program Options

Competency International has developed and delivered a variety of custom designed leadership programs for its clients over many years.

While the custom designed program is the preferred model we recognize that there is also a need in some cases for a more generic approach.

With this in mind we can now offer a workshop program covering the key elements of leadership which we have found may be applied to most organizational situations.

Participants can be made up either of a group of people from the same function doing the same job or a mixture of people from different functions and jobs. The only common requirement is the need for leadership development.

A further available option is to run the workshop program as a top team leadership development exercise, the top team can be at the department, division or regional level etc.

Here the program focus is on both unified leadership at the top team level as well as leadership of participants own organizational units.

Leadership Development Case Study

Leadership Development - Client Example





About Us

Competency International is a research and consulting group dedicated to the application of scientifically validated techniques to the management of human capital in organizations. Committed to advancing the science of motive and competency assessment, application and development, our consultants adhere to the highest standards of ethics and practice.

Partial Client List



  • @RobEmmerling frequently posts tweets related to assessment and development of competencies in the workplace.