What are the areas where the candidate is really good? We have taken the most critical aspects of job performance (i.e. competencies) known in academia and poured them into the "Strengths" question for you. You can use the question to gather structured information about the competencies the candidate has demonstrated.
Competencies refer to collections of knowledge, skills, abilities, and other characteristics that are needed for effective performance. We chose research on job agnostic competencies as guidance and created a list of 14 competencies to ask the reference giver about.
Struggling to apply this information? Shoot us a message: [email protected]
If you want to learn more about why we specifically chose these areas of improvement and not any others, this is what you are searching for:
Bartram, D. (2005). The Great Eight Competencies: A Criterion-Centric Approach to Validation. Journal of Applied Psychology, 90(6), 1185–1203. https://doi.org/10.1037/0021-9010.90.6.1185
Huang, J. L., Ryan, A. M., Zabel, K. L., & Palmer, A. (2014). Personality and adaptive performance at work: A meta-analytic investigation. Journal of Applied Psychology, 99(1), 162–179. https://doi.org/10.1037/a0034285
Koopmans, L., Bernaards, C., Hildebrandt, V., van Buuren, S., van der Beek, A. J., & de Vet, H. C. W. (2013). Development of an individual work performance questionnaire. International Journal of Productivity and Performance Management, 62(1), 6–28. https://doi.org/10.1108/17410401311285273
Tett, R. P., Guterman, H. A., Bleier, A., & Murphy, P. J. (2000). Development and Content Validation of a “Hyperdimensional” Taxonomy of Managerial Competence. Human Performance, 13(3), 205–251. https://doi.org/10.1207/S15327043HUP1303_1