competency-based CV - New Zealand Customs Service

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Preparing for the interviewThe interview enables the employer to assess your suitability for the specific position. Goodpreparation is the best predictor of a successful interview.At the interview, you should: Present your experience and abilities to the employer in the most coherent manner possible Check whether your needs and wants are going to be met in the job Get the panel excited about the possibility of hiring youInterviewers will want to be convinced that you have given this position considerable thought.They will expect specific examples of how you have achieved things in the past, and how youwill build on these to deliver benefits to the organisation.As with writing your competency statement, prepare to discuss specific examples that highlighthow your skills and approach match the competencies.Remember SBO: Describe the situationDescribe your behaviour, explain the actions you tookState the outcome — this does not always need to be successful, providing yourBehaviour matched the relevant competency and you were able to learn from thesituation.Before the Interview: Think about what the interviewer wants to know: your past experience and achievements –with specific examples. Think about the reasons why there is a good match between your skills and what theemployer is looking for. Refresh your familiarity with your CV and competency statement; take them with you torefer to (if you are nervous you can forget things). Think about what you enjoy doing, where you want to head longer-term and where thisposition fits for you. Prepare the questions you will ask during the interview. It is important to determine throughquestioning whether this position meets your career needs. Your questions are also a wayto show the panel how much thought you have given to the role. Dress in clothes that are appropriate for the position. If in doubt err on the conservativeside, clean and tidy are a must – details can make an impact e.g. remember nails andshoes.24
Front of mind for the interviewersNZCS uses structured panel interviews for staff selection. The panel will usually consist of aChair and at least two others. The panel prepares the questions they will ask based on thecompetencies for the position and will ask the same questions of each candidate, exceptwhere they may wish to explore any of the specific examples you offer in more detail.While the question and answer process happens on the surface level, experiencedinterviewers will also be ticking off a number of other more subtle points. These typicallyinclude: Are you open, confident and mature in your presentation? How effective and convincing is your verbal communication? Do you show evidence of leadership and initiative? How do you react to a stressful situation (the interview)? What degree of enthusiasm and determination do you show? Do I feel confident with the thought of you representing our organisation?25
Page 1 and 2: PREPARING ACOMPETENCY BASEDCURRICUL
Page 3 and 4: Interests/hobbies..................
Page 5 and 6: PREPARING YOUR CVA Curriculum Vitae
Page 7 and 8: Health Other Languages (if bilingua
Page 9 and 10: Interests and hobbiesSports clubsWh
Page 11 and 12: HOW ARE COMPETENCIES USED TO MEASUR
Page 13 and 14: Job and skill gap analysis workshee
Page 15 and 16: Format tipsMost interviewers spend
Page 17 and 18: Include any short courses youhave d
Page 19 and 20: 3. Self-developerI am currently com
Page 21 and 22: As a regular part of my function I
Page 23: THE INTERVIEWUsing the CVs, the sel
Page 27 and 28: Customs example interview questions
Page 29 and 30: SBO WORKSHEET: SITUATION, BEHAVIOUR
Page 31 and 32: Situation Behaviour OutcomeCompeten
Page 33 and 34: Finding the wordsMany people find i
Page 35 and 36: completing drawing imaginingcomposi
Page 37 and 38: Strengths and qualitiesable to conc
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