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Competency-based interviews have become crucial due to the shift in companies need to recruit talent who are not only technically proficient but also excel in behavior (soft skills). The impact is an increase in the quality of selection results, allowing new employees to directly contribute to productivity and organizational goals. Research generally shows that competency-based interviews improve the quality of recruitment outcomes and employee performance compared to traditional methods. Overall, implementing competency-based interviews results in a more resilient, skilled, disciplined workforce, and higher job satisfaction. Competency-based interviews have a very positive and significant impact on employee selection results. This method results in more objective recruitment, improves person-job fit, enhances long-term performance, and strengthens the companys core competencies.

The use of competency-based interviews is driven by the need to improve recruitment effectiveness.The impact on selection results is the production of staff with more appropriate technical and behavioral competencies, ultimately improving the organizations overall performance.Competency-based recruitment is a highly effective approach to ensuring companies select candidates with the right abilities and skills for the job.

Penelitian lebih lanjut dapat dilakukan untuk mengkaji efektivitas metode kompetensi-based interview dalam berbagai konteks industri dan ukuran perusahaan, termasuk studi komparatif antara perusahaan yang telah lama menerapkan metode ini dengan perusahaan yang baru memulai. Selain itu, penting untuk meneliti bagaimana teknologi, seperti kecerdasan buatan (AI), dapat diintegrasikan ke dalam proses wawancara berbasis kompetensi untuk meningkatkan objektivitas dan efisiensi penilaian. Terakhir, penelitian dapat difokuskan pada pengembangan model pelatihan yang lebih efektif bagi pewawancara, guna memastikan mereka memiliki keterampilan yang diperlukan untuk menggali informasi yang relevan dan akurat dari kandidat, serta meminimalkan bias dalam proses seleksi.

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