Competency Based Interviews


Why competency based interviews should be in your recruitment toolkit?

Have you ever asked yourself what are the reasons behind your employee turnover level? … Some say it is due to failure to retain employees and others say it is due to bad hiring.

Let’s have a look on some statistical insights:

Gear-01 of employee turnover is due to bad hiring decisions. (Harvard Business Review)

Gear-02 of employers said they experienced negative effects of bad hires in 2012. Of these employers,

Blog-03                   Blog-06



National Business Research Institute

Gear-01 The average cost of a bad hiring decision equals to 30% of the individual’s first-year potential earnings.

US Department of Labor & Statistics

Does this ring a bell and ask for a quick and correct action?


Worth the work

Bad hires can cause a lot of problems and cost your company time, money, and other resources as shown in the statistical data; therefore you need to re-visit your recruitment tools immediately to minimize and eliminate bad hiring losses.

There are a lot of published research articles, books, and courses aimed to enlighten the importance of competency based interviews. As a busy human resource practitioner you may not have the time to read them all, synthesize their recommendations, and translate them into usable practices to improve retention. That’s why JOBMASTER prepared this workshop—to summarize the latest research findings on competency based interviews and put those findings into action by actually practicing real life interviews.


The key to better hiring is to focus on competencies               rather than credentials

You may have been recruiting employees with the right degrees and experience, yet you may surprisingly sense that they do not fit with the organization and/or the job. Clearly something is missing. You need to get beyond candidates credentials to gauge which candidates were truly capable of doing the work the positions required. Hence, you need to implement a system to define and measure which employees possessed the competencies needed for specific roles.

Do you consider assessing candidates’ competencies in the interviews?  .. No worries, our CBI workshop will assist you develop competency based interviews and help you conducting them.

Workshop overviewBlog-11

The workshop will enrich your knowledge and skills in conducting competency interviews. It brings you a combination of the theory, best practices and an actual interviewing experience in one place.

It will assist you understanding the nature of a competency that clusters all the related measurable abilities, skills, knowledge, expertise, commitments, and personality traits that enable a person to act or perform successfully in a job or situation within an organization. Understanding competencies plays a vital role in affecting and forming the base for other HR functions other than the recruitment.

You will get to know all the assessment tools you will need to include in your recruitment toolkit. During the workshop you will deepen your experience and skills on, first, the basic interview process that you should go through in any type of interview. And second on how to start and end your competency based recruitment process from preparing for the interview to closing and assessing the candidates’ competencies.

Learn more about these two processes and how they differ from each other during our coming workshop…

Putting knowledge into practiceBlog-12

Having doubts on the applicability of the learnt tools and practices when they are placed in action?

Because we always believe that learning comes by practice, we prepared a real life set up for a competency based interview scene where you are one of its players. You will have the opportunity to play different roles in the interview.  Giving you the chance to gain a more comprehensive experience about how to run real competency based interview where you can observe and analyze the interview from different perspectives from each role you had played.

During this practice, you will be supported by JOBMASTER expert consultants who will assist you and provide you with feedback on the spot.

You should always note that the key for your organization’s success lies in your hands. The bad hires key is in the hands of your recruiters. And as a result, the workshop provides your recruiters with the opportunity to minimize hiring mistakes.

And remember that the training is not your final destination; you need to ask yourself what is next? What is your plan? …

To join our next round of CBI Workshop this March, Contact us now at



Cairo to welcome international HR leaders from AXA Insurance, General Motors, DHL, GE Energy, Air France KLM and Schneider Electric

Cairo, 19 Jan 2016 – A new conference to discuss the role of human resources in the economic development of Egypt will take place in Cairo from 15-16 March at the Fairmont Heliopolis Hotel.

Speakers include HR leaders from leading national, regional and international employers such as AXA Insurance, General Motors, DHL, GE Energy, Samcrete, Emaar Hospitality and Vodafone. The conference will explore how human resource strategy is a key enabler to creating value and improving business performance.

 Rania Salah, Head of Talent & People Capabilities at Vodafone Egypt, will be a speaker at the conference, commented: “In the dynamic, challenging business environment we have nowadays, acquiring and developing the best calibre becomes a must for business success. Setting people strategy is as important as setting the business strategy.”

 The event is organised by Informa, the world’s largest conference provider, in association with SHRM, the US headquartered global HR association that represents 275,000 members in 160 countries. Brad Boyson, Executive Director MENA at SHRM said: “SHRM is the largest HR membership association in the world, and we very excited to bring direct-from-SHRM content to an HR conference in Cairo, for the first time.”

 A key theme of the conference is talent retention and how Egypt can resist the ‘brain-drain’ to stop losing talent to overseas companies. Speaking with personal experience, as an Egyptian who left to develop her career in France, Hanan Darwish, is now HR SVP at Schneider Electric. She commented: “In a vulnerable market like Egypt is today, the situation is chaotic and we are in danger of losing key talent. All organisations should be considering how they can adopt the latest thinking on HR to hold the helm when the sea is high. A key issue in the country is how to build and retain our talent pool to build the future of Egypt. To do this, there are essential HR strategies that Egyptian companies must learn and put into practice”

 The conference will feature innovative and cutting edge presentations that explore the latest international ideas for motivating employees. Flying in from Amsterdam, Guido Helmerhorst, Innovation Technology and Learning Lead at Air France KLM will present on the strategies the airline is using globally to engage employees through gamification and virtual reality. “When retaining and engaging talent are your core HR challenges you simply cannot ignore the number of people playing video games or games on their mobile phones, and how motivated they are when they are playing them. This is particularly relevant to the millennial generation. We all know that in Egypt this is a huge talent pool.’”

 The conference has been developed by Informa in conjunction with leading Egyptian HR services organisation JOBMASTER, whose CEO Hisham El Badawy said: “JOBMASTER is proud to be the strategic partner of Egypt’s first top international HR conference and exhibition. It will be a valuable event for all professionals & service providers involved in HR, people and organisational development.”

 For media enquiries:


Sherwat Samy

Project Coordinator

+2 02 251 7064 1/2/3/6/7

About HR Leaders Egypt

Egyptian companies and government agencies are increasingly embracing international best practices for strategic workforce planning, engagement and talent management. HR Leaders focuses on Egypt’s specific opportunities to gain competitive advantage through effective HR strategy. It will also explore the unique challenges of implementing HR strategies effectively in the country.

The keys themes of the conference will be the role of human capital strategies in driving business value and engaging and retaining top Egyptian talent.

For further information about visit

About Informa

Informa, formerly known in the region as IIR Middle East, has over two decades of regional experience in organising and managing all types of business events including top quality conferences or training courses. Based in the UAE with offices in Dubai and Abu Dhabi, Informa is an international company with some 100 offices around the world employing over 6,000 people in global events, academic publishing and business intelligence.

For further information about Informa visit

 About JOBMASTER Human Capital Solution:

 Since its establishment in 1995 by a group of young entrepreneurs, JOBMASTER accelerated growth into becoming one of the leading Human Capital Solutions providers in the MENA region and maintaining that leadership position, by gaining rapid acclaim from our enhanced knowledge and accumulated practical experience in the Human Resources field, in the addition to our diversified portfolio that covers a wide range of HR services from HR Consultancy Projects, Compensation & Benefits, HR Learning & Development, Recruitment Solutions as well as People’s Assessment.

For further information about JOBMASTER visit


Competency Modeling Frameworks

As a service provider to the human resource (HR) profession, JOBMASTER  is committed to empowering HR professionals with the proper tools and resources needed to succeed.

Competence Models Importance   

With more than 275,000 members in over 160 countries, the Society for Human Resource Management (SHRM) recognizes that successful HR professionals use both experBlog-01tise and experience to carry out organizational strategy and to achieve organizational goals. To accomplish these duties, HR professionals must develop and use their functional and leadership competencies.

Competency model is designed to serve as a resource and key component for HR professionals in various human resource functions such as recruitment and hiring, training and development, and performance management.

The Society for Human Resource Management (SHRM) conducted a survey of HR professionals to learn more about what human capital issues and challenges they think will be the most important in shaping the workplace and the HR profession in the coming decade. One of the survey questions was “To Make HR More Strategic, What Are the Key Actions Your Organization Is Currently Taking and Should Take in the Next 10 years?” Developing competencies is seen as a second key aspect in making HR more strategic now and in the next 10 years.

Are you ready to build your competency model and make your HR more strategic?

Deepen your Expertise and Skills  

The workshop will provide you with diverse experience. It is designed to deepen your knowledge about the competency modeling frameworks, to deliver practical expertise of it, and to assist you in actually building a competency model.

Why competency Model?                                                                                              

Competency model has several benefits and winning partners, one of which the individual/employee. According to the survey of HR professionals conducted by (SHRM) when asked about the tactics they believe are most effective in attracting, retaining and rewarding the best employees in organizations, they believe that having clear job purpose will attract, satisfy, and retain employees.


When employees are aware of their competencies – observable abilities, skills, knowledge defined in terms of the behaviors needed for successful job performance – performance expectations become clear and their achievements will support the organizational goals. Let’s discover more of the winning partners in the coming workshop!

Workshop Overview   

Blog-06The workshop will highlight on the “Competency-based HR management” which is a human resources management approach that standardizes and integrates all HR activities based on competencies that support organizational goals. When created correctly, it is important to be applied on other functions as it acts as a base for performance management, succession planning, and others.

Because we practically approach the topic, you will get to know why do some competency modeling projects fail and the challenges you may face in building and applying your competency model.

Building your competency Model    Blog-04

Like a builder, you will be supported with the tools and the resources needed to build your competency model along with the know-how.

Throughout the workshop you will get to know how to draw the model; its components, types of competencies needed to layer your model, number of competencies per position, the criteria of selectingmthe competencies, and the sources for variety of competencies.

And throughout the workshop you go through a process that takes you step by step to in the route of creating a competency model.

Sounds tough… No… There is always room for play while learning!

Experiential learning

Because we believe that learning comes by doing, we decided to make your learning experience more distinguished and fruitful.

There will be a board game, a case study with a lot of scenarios that will accompany you during the workshop to practically apply what you have learnt.

And some ice breakers and energizers to maintain an energetic environment.

Keep in mind that your aim out of this workshop is not limited on learning the concept but to “Put competencies in place to make it a business project, not an HR project,” said by Bettina A. Deynes, SHRM-SCP, SHRM’s vice president of HR and diversity during “SHRM Live,” SHRM’s first-ever virtual event on 9th of December.

And remember that the training is not your final target; you need to ask yourself what is next? What is your plan? ..

Register now at :

Contact us at:

The Learning World

The only source of knowledge is EXPERIENCE ~ Albert Einstein

When analyzing this sentence, it totally makes sense; you never learn how to drive unless you actually drive a car, not only taking the class!

And this actually goes on everything we want to learn in our lives. If we chose the model of absorbing all the information we want to learn about; we may stay where we are OR remember scattered pieces and not be able to use them properly.

From an HR perspective; people actually learn for 3 main objectives; improve their level of Self-Awareness, increase their Skills in a specific area and increase their Motivation in performing their jobs.

Self-Awareness; is to know more about your role, responsibilities and how your actions are affecting other people while a Skill is any human ability to do something and Motivation is the willingness or desire to perform your job with positive manners.

These are the objectives; but the question is: “Will the traditional workshops/trainings actually cover all these objectives?” The answer is NO. And the reason is going back to our quote; the secret is in the EXPERIENCE….

Simply the experience we mean here is; learning by doing, this modern learning approach that organizations are leaning to nowadays, transforming all academic workbooks into a fun journey. This is called: Experiential Learning.

In JOBMASTER, we are gradually shifting our workshops to be conducted with the Experiential Learning Approaches, mixing between; gamification, puzzle, exercises…etc.

As TRAINING Departments are evolving to being LEARNING Departments; our learning approach should change too accordingly; in order to cope with the various generations & mindsets that exist in every workplace.

Over the coming weeks we’ll be tacking more Learning Approaches

JOBMASTER is participating in HR Summit and Expo 2015, in Dubai from 16th to 18th of November.

JOBMASTER Supports Region’s Largest HR Event

As part of their ongoing commitment to Human Capital Solutions across the region, JOBMASTER is proud to support the HR Summit & Expo 2015.
JOBMASTER will also be exhibiting at the event, where HR professionals will have the opportunity to gain access to JOBMASTER’s latest resources, research and insights to help drive and accelerate their organisation’s growth.

Priyanka  Ravindran says, “We are excited to have JOBMASTER on board. There is a strong alignment between the show and their vision to promote high-impact HR leaders and professionals throughout the region.”

JOBMASTER continues to actively support the HR Summit & Expo 2015, which is in its 12th year, and is considered to be the largest networking and educational event for HR professionals in the region. The event will see more than 3,000 HR professionals attending to discuss the latest trends in people management, learn about best business practices and meet the world’s influencers in HR and business management.

Employee Engagement

The term Employee Engagement usually sounds simpler than how it actually is, engagement is not just satisfaction; it’s a more holistic approach that includes a number of factors and drivers behind it.

The basic components of employee engagement are more or less the same across all organizations: trust, fairness, respect, communication, etc. are universal. However, the specific elements that matter the most differ from one company to another.

Research shows that building a highly engaged workforce takes a combination of many things, each   of them impacts people in a different way. Employee Engagement could be clustered into many factors….

Engagement with your manager; how you feel about your boss, whether you are being treated fairly or not, receiving feedback, coaching and generally, the mutual respect and the relationship between both of you.

This is a very important factor, towards being fully engaged at work; however it is not the only factor, unlike the old saying people leave managers, not organizations” Research proved that it is no longer true, when people leave; it is usually a combination of different elements that cause turnover. A bad manager can force someone to leave, but usually, there are many other factors that create low performance or a departure.

Engagement with the organization; is another drive for being engaged, but how is it measured? It is usually measured by; how the employees are satisfied with the organization’s values, the upper management, the strategy, and the organizational leadership as a whole.

Other factors affect engagement and their importance differs from one organization to another, like Competencies; do employees have the skills required to perform their jobs? Do managers display the behaviors needed to motivate, empower and lead their employees? Do employees get evaluated according to clarified and communicated benchmarks?

Last but not least is Strategic Alignment; does the organization have a clear strategy and a clear set of goals? Do employees understand the strategy and goals? Do employees understand how the work they do contributes to the organization’s success?

In JOBMASTER, we believe that, Compensation and Benefits could be a crucial drive for Employee Engagement. “Employees who are satisfied with their pay level and benefits are more satisfied with their jobs and have higher loyalty to their organization”

JOBMASTER Annual Salary & Benefits Survey has been prepared based on our experience and deep understanding of the Egyptian Trends, it is an extensive report that is able to match benefits and salaries offered to similar job positions including more than 450 jobs, across almost 14 business sectors and with the participation of more than 100 large companies and SME’s on the survey on an annual basis. Annual updates are applied, to the survey taking into consideration the changing market changes and trends.

Using this comprehensive market benchmarking process, for various benefits and pay structures; enables organizations to ensure Fairness and Employee Engagement.

Competency Based HRM Applications

The more standardized the work is, the more easy and efficient the flow goes. Imagine dividing each job into technical and non-technical requirements and summarizing them into a list of competencies, to be your benchmark for any HR Application.

At JOBMASTER Human Capital Solutions, Competency Model is applied across all functions, beside the efficiency of working by a standardized competency framework; it also ensures consistency and fairness among employees.

The most frequent competency based applications are; Selection and Hiring, Performance Management, Succession Planning and Assessment Centers.

In Selection and Hiring: Every organization needs to ensure its hiring the suitable candidates and in the right positions, traditional interviews nowadays are a low prediction indicator for the candidate’s future job performance; conducting a systematic behavioral interviews; like Competency Behavioral Interviews (CBIs) are proved one of the most effective recruitment approaches to evaluate the candidate’s qualifications.

In Performance Management: When trying a new restaurant, every person has his/her own evaluating factors for the place; some care about the food, some about the theme and architecture while others look for the good service and staff. The main point is that everyone has his own evaluating scale, to measure any performance.

That’s how Performance Management works inside any organization; each department has its own functional competencies, from these competencies; KPI’s (Key Performance Indicators) are created, to measure the actual performance of employees upon them.

In Assessment Centers: set of simulation exercises are designed and conducted to measure individual competencies, which is required for the organization’s success. People Assessment is mostly used for either; decisions or development.

In Succession Planning: Competencies required for key positions, matching pool of talents with key positions and development plan needed to achieve required competencies.

The more the business grows the more complicated its applications get, being able to select & evaluate with standardized benchmarks will encourage better performance, and align employees to work towards a well communicated organizational objective through a clear cascaded strategy.