Mindsetto

Hi! We are Mindsetto, HR-consultancy, based in Cyprus since 2022.

We have been advising our clients on how to develop their personnel more efficiently: we design Learning&Development programs, conduct trainings, assess employees, do team and individual coaching.

We opened an office in Cyprus to offer local companies the most modern and efficient HR solutions:

📎 Leadership Development Programmes: we take a comprehensive and long-term approach to the development of your leaders. Our programme starts with an assessment of the leadership potential of managers and climate in their teams. It then continues with trainings, coaching sessions and follow-up meetings to support the ongoing development of the employees.

📎 Assessment tools and Competency frameworks: assessment tools design; usage of psychometric tools (aptitude tests, competency questionnaire), conducting assessment and development centres; design of competency frameworks (soft and hard skills) or implementing an existing ones.

📎 Team and individual coaching: IDPs design; coaching sessions; development tracking; design and conduction of team sessions.

Welcome to our website to learn more
https://www.mindsetto.io

The competency-based interview technique is based on a person's previous experience. It is difficult enough to describe in details something that we actually have not done. So CARE questions ensure that the information is authentic.

You get detailed data about how the person behaved in a specific situation and draw conclusions about:
- whether their competencies are sufficient for the tasks in your company
- to what extent their behaviour, their style of work is consistent with the norms of your company.

If you decide to use elements of a competency-based interview, it is important to consider:

📌 One competence takes 20 minutes on average to assess. Take this into account when planning the interview. Allocate 1-2 key characteristics for assessment and set aside time for their assessment separate from time for discussing other issues.

📌 Remember the requirements for the examples that the candidate has to give: the situation should be concrete and complete and should refer to a professional activity within 1-1,5 years from the date of the interview.

📌 Warn the candidate that you may interrupt them if you realise you need to dive even further into the case. But this generally applies to any interview.

So, we do not need to supplement the recruitment process with a separate competency-based interview stage. We can use CBI elements as part of a biographical interview, and thus, obtain reliable and complete information to predict the candidate's performance in the position.