Competency Based Interviewing Skills

SCHEDULE

December 17 to December 18 Abu Dhabi, United Arab Emirates Register

COURSE AIMS

The interview is a common tool for employee selection. However, many interviewers have never been trained and it has long been recognised that the common method of interviewing does not really tell us much about a person’s behaviour, competencies or level of emotional intelligence when faced with difficult and sometimes challenging situations. While we may say that past behaviour is the best indicator of future behaviour, we do not act as though we believe this when we are interviewing candidates – often because we are not certain how to ask questions that will tell us about past performance.

In this workshop, we will address the importance of preparing a list of required competencies, the scenarios that can reveal whether the candidate has these competencies, as well as how to rate them. Participants will practise the pre-interview preparation, developing questions and their value, the interview techniques that get specific, behaviour-based examples of past performance, and the strategies that follow through from this process.

WHO WILL BENEFIT FROM THE COURSE?

HR Professionals, Recruitment Personnel and anyone who is involved employee selection who would like to gain or build on existing interviewing skills, specifically by developing a competency-based approach and techniques.

WHAT WILL YOU GAIN FROM THIS COURSE?

  • Build on existing interview skills, specifically by developing a competency-based approach
  • Understand interviewing skills and techniques including active listening, probing, questioning, reading non-verbal clues or body language
  • Evaluate the strengths and limitations of different interview approaches
  • Understand the principles and benefits of competency-based interviews
  • Practise the approach in simulated competency-based interviews
  • Develop effective interview questions in alignment with job requirements and selection criteria
  • Review the types of questions that lead to the retrieval of more of the candidates’ ‘real’ experience and competencies
  • Practise writing interview questions based on a competency model
  • Be able to develop a systematic means of collecting and analysing behavioural data to support a competency-based evaluation of candidates
  • Systematically use information from competency-based interviews to evaluate candidates’ suitability for the positions they are considered for
  • Identify the obstacles to conducting a fair and objective assessment when interviewing and suggest ways to mitigate them
  • Assess the candidates and make recommendations

SAMPLE COURSE CONTENT

Below is an example of the course content. The content can be ‘tailored’ to meet the exact requirements of the client.

What is Competency-Based Interviewing?
  • Traditional vs. Competency Based Interviews
  • Developing Your Coaching and Mentoring Skills
  • Advantages and Disadvantages of Competency Based Interviewing
  • Skills and Competencies to Test
  • Marking Competency-Based Interview Questions
  • Looking at it from the Applicant’s Point of View
  • Looking at it from the Team Leader/Manager’s Point of View
  • Looking at it from the Human Resource Perspective
Before the Interview
  • Job Specifications
  • Knowing the Agenda for the Day
  • Developing the Matrix
  • Conducting a Job Analysis
  • Recognising the Critical Incident
  • Selection Criteria
  • Identifying Competencies and Performance Dimensions
Structure of the Interview
  • Introductions
  • Brief Discussion about the Job
  • Competency-Based Interviewing
  • Validation of Technical/Functional Skills
  • Interviewee’s Opportunity to Ask Questions
  • Close Out/Next Steps
Developing the Interview Questions
  • Writing Questions that are Easy to Read Out
  • Developing the Response You are Looking for
  • Getting to ‘Nuggets’ of Highly Relevant Experience
Fairness and Equality
  • The Importance of being Fair and Bias Free
  • Questions Based on a Job Analysis
  • Asking the Same Questions of All Candidates
  • Rating Scales to Score Responses
  • Making Ratings Reliability (Consistency)
Developing an Interview Format
  • The Formulation of Competence Frameworks
  • Developing Competencies for Specific Roles
  • Making the Candidate Feel Welcome
  • Developing a Rapport
  • Explaining the Structure
  • Gathering Predictive Information
  • Gaining a Commitment
  • Concluding the Interview
Behaviour Analysis
  • Verbal and Non-Verbal
  • Observing and Analysing Body Language
  • Visual, Auditory and Kinaesthetic
Interviewing Techniques
  • Active Listening Skills
  • Pause, Clarify, Summarise
  • “I’m Curious” Approach that Disarms Candidates
  • Recording Applicant Responses
  • Interviewer Errors to Watch Out for
  • Rating Errors and How to Avoid Them
  • Valuing and Scoring Candidate Responses

METHODOLOGY OF TRAINING

The foundation of our training is anchored in activity-based experiential learning. This methodology takes into consideration different learning and communication styles, and more importantly language and cultural differences. It is through active participation that the adoption and application of theory is expedited.

Our training team pays careful attention to planning and designing effective instructional methods essential for the transfer of knowledge. It is the creative skill of our management trainers and consultants that reveal untapped skills of the delegates through:

  • Group discussion
  • Individual and syndicate activities
  • Individual and group tasks
  • Case studies
  • Role plays
  • Audio and video evaluation
  • Action planning
  • Experiential learning games
  • Presentations

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