How we recruit
WorkSafeBC’s approach to recruitment and selection is based on competencies — we look for the demonstrated skills, abilities, and specific knowledge (KSA) required to perform a given job successfully. Candidates are assessed for these using a variety of tools and tests.
What can I expect?
A number of different assessment tools and tests are used to evaluate your competency as a candidate, including specific skill/ability and written-knowledge tests, and behavioural interviews. The skills you are tested for are based on the position you are applying to. As of September 27, 2010, relevant assessment tests will be conducted using Microsoft Office 2007.
Skill tests
Positions requiring assessment for skills and ability testing may be subject to one or more of the following assessments.
- Regular dicta-typing
- Medical dicta-typing
- Legal dicta-typing
- Medical terminology
- PowerPoint
- Spreadsheet usage (Excel)
- MS Word
- Typing
- Keypad
Ability tests
- Clerical aptitude
- Language usage
- Perceptual speed and accuracy
- Reading comprehension
- Watson Glaser critical thinking appraisal
Knowledge tests
Positions requiring assessment for knowledge, skills and ability testing may be subject to the above testing and one or more of the following assessments.
- Behavioral interview
- Written test
- Role play
- Case study
- Résumé review
The behavioural interview
Behavioural interview questions are based on the KSA statements of the position you applied for, though you may be tested for some KSA statements using a written test, role-play, case study, presentation, in-basket exercise, or other assessment method.
The behavioural interview process is part of a larger recruitment strategy, and is not the sole determinant in awarding you a position. You must demonstrate sufficient competency in all KSA areas to be selected. The fundamental principle behind competency based recruitment is that the selection process is based on observable and measurable behaviours. Specific assessment tools are developed to measure each competency.
The interview panel
The interview panel is generally comprised of two or three members, each of whom will take turns asking you pre-established questions. Members of the panel will take detailed notes of your responses.
Behavioural interviews are based on the premise that past behaviour is the best predictor of future behaviour. Your interviewer will ask a series of questions designed to obtain job-specific information about your past experiences. The interviewer will ask for specific examples that demonstrate you possess the competencies required in the KSA statements.
For example, you may be asked, “Tell me about a time when you were confronted by an angry customer.” This question asks you specifics about what you actually did, and therefore provides better information to a prospective manager about your ability to perform a given job.
Some helpful hints for behavioural interviews:
- Listen carefully to each question, and don't be afraid of silence. Take time to think about your answer.
- Be detailed and specific. Remember to describe Situation — Action — Result.
- Stay focused and provide the information asked for in the question.
- RELAX! Even though interviews are stressful events for most of us, try to think of it as an exchange of information. There are no trick questions!