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It provides a structure and common language that supports HR processes including recruitment, assessment, performance management, and mobility or career progression decisions.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"Why does the OECD use competency-based (behavioural) interviews?",{"text":68,"@type":64},"It supports standardised, objective, fair, and transparent evaluation. The approach assumes past behaviours strongly indicate future performance and helps align candidates’ evidence with expected role requirements.",{"name":70,"@type":61,"acceptedAnswer":71},"What should candidates expect in an OECD panel interview and how long does it take?",{"text":72,"@type":64},"Panel interviews are conducted exclusively online via video conferencing. 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It outlines the interview process and provides practical guidance and advice to support candidates in their preparation to help candidates get the most out of the interview process and have a positive experience.  \nContents  \nOECD Core Competency Framework ........................ 1  \nCompetency-Based Interviews ............................. 1  \nWhy does the OECD use competency-based interviews? ............. 2  \nWhat is a competency-based interview? ....................... 2  \nInterview Guidance .......................................3  \nWhat to expect from the interview .......................... 3  \nHow to prepare for a competency-based interview? ................ 4  \nExamples of competency-based interview questions ............... 5  \nThe STAR model ...................................... 6  \nWhich competencies will be assessed? ........................ 6  \nAdjustments or special requirements ......................... 6  \nii | CORE COMPETENCY FRAMEWORK | PRACTICAL INTERVIEW GUIDE FOR CANDIDATES  \nOECD Core Competency Framework  \nThe OECD Core Competency Framework is a model that describes behavioural and leadership excellence in the Organisation.  \nClosely linked to our values of Courtesy, Dignity, Respect and Non-Discrimination; Loyalty and Independence; Impartiality; Tact, Discretion and Confidentiality; and Integrity and Accountability, it provides both structure and a common language that underpins all HR processes and supports our HR Strategy.  \nThe Core Competency Framework forms one of three pillars of recruitment and assessment. Core competencies are assessed, in conjunction with other relevant factors to determine the ability of  \na candidate or staff member to perform in the function. These include Organisational needs such as technical skills and diversity as well as OECD Values and the OECD Ethics Framework.  \nOECD staff are expected to demonstrate the appropriate behaviours as well as technical skills, knowledge, experience and expertise tobe successful. The Framework is designed to support understanding as well as consistent, fair, objective and transparent decisionmaking across different HR processes. It is the cornerstone of recruitment processes, supports performance management and is integral when considering mobility and career progression.  \nCore Competency Framework  \nOrganisational Needs  \nOECD Values and Ethics Framework  \nCompetency-Based Interviews  \nThe OECD seeks to attract applications from candidates from all of our Member counties. We employ a competency-based approach to interviewing which supports the standardised, objective, fair and transparent evaluation of candidates. Competency-based interviews, also known as behavioural interviews, consider how a candidate has approached situations and applied behaviours and skills in past experiences. They are based on the premise that past behaviours are a strong indicator of future performance.  \nThe questions asked during the interview will support the objective evaluation of both core competencies (behaviours) and technical skills.  \nCompetencybased interview questions  \nassess  \nBehaviours  \nand  \nTechnical skills  \nthrough  \nSituations and experiences faced in the past  \nCompetency-based interviews provide clarity and transparency around expected behavioursand they allow you to determine if your values and behaviours are aligned with the OECD. They allow you to demonstrate your knowledge, skills, attitude and motivation using evidence from current or previous roles.  \nCompetency-based interviews provide a number of benefits:  \n· They are aligned with the specific requirements of the role and allow candidates to provide evidence that their behaviours and skills are aligned to the specific position.  \n· They provide more consistency in a recruitment process and en","cbCaigVNrfg0ECX3","https://ap.wps.com/l/cbCaigVNrfg0ECX3","pdf",1193563,"English","# OECD Core Competency Framework\n## Competency-Based Interviews\n## Why does the OECD use competency-based interviews?\n## What is a competency-based interview?\n# Interview Guidance\n## What to expect from the interview\n## How to prepare for a competency-based interview?\n## Examples of competency-based interview questions\n## The STAR model\n## Which competencies will be assessed?\n## Adjustments or special requirements","[{\"question\":\"What is the OECD Core Competency Framework and what is it used for?\",\"answer\":\"It describes behavioural and leadership excellence and is linked to OECD values and ethics. It provides a structure and common language that supports HR processes including recruitment, assessment, performance management, and mobility or career progression decisions.\"},{\"question\":\"Why does the OECD use competency-based (behavioural) interviews?\",\"answer\":\"It supports standardised, objective, fair, and transparent evaluation. The approach assumes past behaviours strongly indicate future performance and helps align candidates’ evidence with expected role requirements.\"},{\"question\":\"What should candidates expect in an OECD panel interview and how long does it take?\",\"answer\":\"Panel interviews are conducted exclusively online via video conferencing. They typically last around 45 minutes, include five or six questions with an introductory question, and use the same questions for all candidates interviewed for the same role.\"}]","CORE COMPETENCY FRAMEWORK - PRACTICAL INTERVIEW GUIDE FOR CANDIDATES | PDF",1790363353]