Competency-Based Training
Competency-Based Training (CBT) is a practical approach to teaching and learning that focuses on what people can actually do in the workplace rather than just what they know. Instead of traditional classroom time-based learning, students master specific skills one by one at their own pace. It's like learning to drive - you don't just read about it, you practice until you can do it well. This approach is particularly popular in vocational education, trade schools, and workplace training programs. Similar terms include "Skills-Based Training" or "Outcomes-Based Training."
Examples in Resumes
Developed Competency-Based Training programs for new manufacturing employees
Implemented CBT assessment methods for healthcare certification courses
Created Competency Based Training materials for customer service teams
Typical job title: "Training Specialists"
Also try searching for:
Where to Find Training Specialists
Professional Organizations
Online Communities
Job Resources
Example Interview Questions
Senior Level Questions
Q: How would you design a company-wide competency-based training program?
Expected Answer: Should discuss needs assessment, stakeholder involvement, skill mapping, creating measurable outcomes, implementation strategy, and evaluation methods. Should mention experience managing large-scale training projects.
Q: How do you measure the success of a competency-based training program?
Expected Answer: Should explain different evaluation methods like skill assessments, workplace performance metrics, ROI calculation, and feedback systems. Should mention experience with training analytics and reporting.
Mid Level Questions
Q: What's the difference between traditional training and competency-based training?
Expected Answer: Should explain how CBT focuses on demonstrable skills rather than time spent learning, allows flexible pace, and requires proof of mastery before moving forward.
Q: How do you create assessment criteria for competency-based training?
Expected Answer: Should discuss creating clear, measurable performance standards, developing practical assessment tasks, and ensuring consistency in evaluation.
Junior Level Questions
Q: What are the basic principles of competency-based training?
Expected Answer: Should identify key elements like focus on specific skills, self-paced learning, practical assessment, and clear performance criteria.
Q: How do you identify training needs for a competency-based program?
Expected Answer: Should explain basic needs assessment methods, job task analysis, and how to gather information from managers and employees about required skills.
Experience Level Indicators
Junior (0-2 years)
- Basic training delivery
- Creating simple learning materials
- Understanding adult learning principles
- Basic assessment methods
Mid (2-5 years)
- Designing training programs
- Developing assessment tools
- Training needs analysis
- Program evaluation methods
Senior (5+ years)
- Strategic program development
- Training ROI analysis
- Leading training teams
- Organization-wide implementation
Red Flags to Watch For
- No hands-on training delivery experience
- Lack of assessment development skills
- No experience with adult learning principles
- Poor understanding of workplace performance metrics
Related Terms
Need more hiring wisdom? Check these out...
Beyond Resumes: How Competency-Based Hiring Transforms Talent Acquisition
Navigating Compliance: Structuring On-the-Job Training in Regulated Industries
Stop Training Like It's 1999: The Unconventional Guide to Upskilling Your Team for the Future
